Is It Important to Build a Culture of Belonging in Temporary and Contract Roles?
Temporary and contract workers are the engine behind many industries. Using skilled contract workforce helps to manage the peaks and troughs of workload without long-term overhead commitment.
Whether supporting a signalling upgrade, maintaining aircraft in the Winter season, or flexing for the delivery of manufacturing output, organisations depend on this flexible workforce to keep projects moving.
Yet while temps and contractors are essential, their experience can feel very different from that of permanent employees. Many face barriers to inclusion, from being left out of communication to feeling invisible within teams. For businesses with strong Equality, Diversity, and Inclusion (EDI) ambitions, this creates a challenge: how do you ensure temporary staff feel valued and supported?
At the same time, there is another important consideration: IR35. If contractors are treated exactly like permanent staff, organisations risk crossing into “disguised employment” territory, creating compliance issues for both client and worker.
So, is building a culture of belonging for temps and contractors really possible or even advisable?
Why Belonging Matters
Belonging goes beyond being welcomed on day one. It is about knowing your contribution counts, being respected, and feeling part of a shared purpose.
For temporary and contract staff, this sense of belonging brings benefits for both worker and employer:
Higher engagement – motivated staff who feel included deliver stronger performance.
Better retention – temps are more likely to return for future assignments if they feel valued.
Cohesive teams – breaking down barriers between permanent and temporary staff creates stronger collaboration.
Inclusive reputation – clients that embrace all workers build a stronger employer brand.
The business case is clear but how do you achieve belonging without blurring legal lines?
The Compliance Consideration
This is where IR35 complicates the picture. If contractors are given the same obligations, benefits, and control as employees, HMRC may determine they are effectively “disguised employees.”
That doesn’t mean temporary staff should be excluded, it simply means businesses must balance inclusion with IR35 compliance. Belonging should focus on respect, communication, and recognition, not on replicating permanent employee terms.
Building Belonging Within the Boundaries
Here are some practical ways organisations can create belonging without creating compliance risk:
Tailored onboarding Temps don’t need the same HR onboarding as employees, but a clear introduction to company values, project objectives, site and safety procedures makes them feel prepared and included without mirroring the process for permanent staff.
Transparent communication Share relevant updates, safety briefings, and project news so temporary staff feel “in the loop,” even if they aren’t part of every internal channel.
Recognition and appreciation A simple thank you, positive feedback, or recognition in a safety award scheme can go a long way.
Optional opportunities for connection Including temps in team socials or informal networking, without obligation, helps them feel part of the group without crossing IR35 lines.
Fair treatment Apply values like respect, honesty, and inclusivity consistently across all workers, regardless of contract type.
How MPI Can Help With These Steps
At MPI, we’ve been supporting temporary and contract workers for over 60 years across a variety of engineering sectors. We understand the unique challenges temps face and we also know how important compliance is for our clients.
That’s why we work hard to strike the right balance and take steps to work with our clients to get the balance right:
Providing tailored safety briefings and site visits to help contractors feel prepared.
Ensuring clear, consistent communication so they are never left in the dark.
Recognising contributions through initiatives such as safety and recognition awards, nominated by clients but delivered by MPI.
Offering support, from medicals to wellbeing resources, to help people succeed.
Most importantly, our core values, honesty, respect, inclusivity, accountability, and trust apply to everyone, whether they’re with us for two weeks or two years.
Final Thoughts
So, is it important to build a culture of belonging in temporary and contract roles? The answer is yes, but with care. Belonging does not mean erasing the distinction between permanent and temporary staff. It means creating an environment where every individual feels respected, supported, and connected to the success of the project.
At MPI, we believe belonging isn’t about employment status, it’s about respect. And when temporary and contract workers feel they belong, projects don’t just run- they thrive.
