Rethink Hiring Manager Hub
Engaging contingent workers at Boots
Introduction
Boots and Rethink have a longstanding strategic partnership. Since 2010, Rethink have been a trusted partner of Boots and in 2013 were awarded the Contractor Managed Service Programme (MSP), extending Rethink's existing Talent Acquisition Agreement to cover non-permanent hires. In 2020, we implemented the “Non-Permanent White Collar MSP” supporting all white collar non-permanent hires across Boots.
Your Rethink Team
Hiring contingent workers at Boots
Together, the Rethink MSP service helps you attract great contingent and freelance talent quickly, stay compliant, and keep things simple for everyone involved
The Rethink MSP programme has made a real difference; helping hiring managers, contractors, and the wider business work more efficiently and transparently
You can request, engage and manage your workers through the Rethink platform, swipejobs. This is your AI-powered, automation led platform for all non-permanent talent
Smoother Processes:
No more juggling multiple suppliers and timesheet portals, or endless purchase requisitions. Recruitment is faster, simpler, and invoices are paid on time.
Better Visibility:
You can see exactly what you're spending, where, and gain market insights and trend data quicky when you need it
Built-in compliance:
All Right to Work, legislative change, and insurance checks are fully audited, giving you peace of mind.
Accurate timesheets:
Every hour, day and expense is approved before invoicing, ensuring everything runs cleanly and accurately
On-demand support:
Our onsite Rethink team are ready to step in and recruit whenever you need to go to market for external talent.
Resource requirement establish by hiring manager
ATC completed by the hiring manager and approval request submitted.
If the role is deemed to be an employee follow the permanent recruitment process.
Upon approval being granted, the hiring manager will:
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Provide requirements to Rethink account team via (Rethink mailbox)
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Rethink will set up briefing call to discuss role and agree sourcing strategy
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Rethink will gather a shortlist of candidates within rate card and budget
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Line Manager reviews shortlist, and send interview request to Rethink
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Interview takes place, offers are made and onboarding begins
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1. Umbrella Workers
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2. PAYE
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3. Personal Services Company
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4. LP10 Worker
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5. Appendix 1
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6. Self Employed
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Understanding IR35
Why it matters...
IR35, also known as the Off-Payroll Working Rules, is UK legislation designed to ensure that contractors working through their own limited companies are paying the right amount of tax and National Insurance.
For every contractor engagement, Boots is responsible for deciding whether IR35 applies — this is known as making an IR35 determination. If the role falls outside IR35, it means the contractor is genuinely self-employed; if it falls inside, the engagement is treated more like regular employment for tax purposes (PAYE/Umbrella company).
This determination is based on the Employment Status Checklist, completed at Step 1 of the Contractor Approval Process. Getting this right is crucial — an incorrect determination could leave Boots liable for paying the contractor’s
tax and National Insurance contributions.
By following the process carefully, we protect both the Club and our contractors, ensuring fairness, compliance, and confidence in every engagement.
Types of Contingent Worker Engagement
Appendix 1
Self Employed
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Deemed to be Self Employed by HMRC
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CFC must show that the role meets the criteria set out under HMRC’s Appendix One guideline
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Job description has to be held on file
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Assessment made as to whether Job description fits criteria as well as the job briefing
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Worker paid in gross
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Worker to have £1m Professional Indemnity cover and £1m of Public Liability Insurance
LP10
Letter
Letter issued by HMRC confirming self employment
10 Days or less over a 12 month period
Criteria set out in the letter
New Letter needed each tax year
Worker paid in gross
PSC to have £1m Professional Indemnity cover and £1m of Public Liability Insurance
Umbrella
& PAYE
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Preferred panel of 6 payroll companies known as Umbrella Companies or via PAYE partner, Giant
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Workers taxed as an employee
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No IR35 Determination Letter issued
Personal Services Company
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Worker is deemed to be providing a service
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Status Determination Checklist deems worker to be inside or outside of IR35 legislation
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PSC to have £1m Professional Indemnity cover and £1m of Public Liability Insurance
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If deemed Outside of IR35 then IR35 Letter Issued to that effect
FAQs
21 days for PAYE workers and 28 days after month end for Ltd Company, Umbrella and Appendix 1/LP10 workers.
The Contractor is issued with an ad hoc contract with no hours or days stipulated. They submit a timesheet when time is worked.
Visit Home Page - Evertime and follow the logging in prompts. If you reject a timesheet, please advise the Contractor the reasons for doing so
Contact your Finance Business Partner
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NI Number
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Share code (if applicable) - https://www.gov.uk/prove-right-to-work
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Proof of address – Driving Licence or Utility Bill
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Ltd Company Certificate
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VAT Certificate (if registered)
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Public Liability Cover at £1m and Professional Indemnity Cover at £1m (further info in Insurances section)
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Ltd Company Bank details – Screenshot of Banking App or Copy of Statement
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Confirmation that you would like to Opt-Out of EAA Regulations (further info in EAA regulations section)
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Confirmation of registration of Umbrella company
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NI Number
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Share code (if applicable) - https://www.gov.uk/prove-right-to-work
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Proof of Address – Driving Licence or Utility Bill
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Bank details - Screenshot of Banking App or Copy of Statement
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Confirmation that you would like to Opt-Out of EAA Regulations
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Rethink fees are:
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10% for Rethink sourced worker
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£15 per day for onboarding referred candidates
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Bhavika Parekh-Smith - Client Services Manager
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07423 437167
Aled Pugh - Portfolio Client Services Manager-
07780 431008