How to Write a Labour Request That Gets the Right Operative First Time

The short answer: tell the agency exactly who you need and exactly how they get on site. That means the trade and number of workers, the exact CSCS card and any plant or access tickets, the PPE your site requires, the full address, postcode and gate, the start time and induction arrangements, a named site contact, the hours and likely duration, parking and access, and any site rules or drug and alcohol policy. The more of these twelve points a request covers, the less can go wrong on the day.

Why the Request Decides the Outcome

Many failed bookings come down to information rather than the operative’s ability: a labourer arrives with a Labourer card when the site needed a skilled card, a dumper driver has the wrong category, someone waits at the wrong gate, or the induction is full. Each is avoidable if the request says what the site actually needs. It also matters legally: the rules for agencies set out what they must find out from you before they supply anyone, and the CDM Regulations make site inductions and competence a requirement, not a courtesy.

The 12-Point Labour Request Checklist

1. Trade and number. “2 general labourers and 1 groundworker”, not “3 lads”. Say what they will actually be doing — loading out, cleaning, kerbing, drainage — because “labourer” covers very different jobs. Our trades page lists the roles we recruit for.
2. The exact CSCS card. Holding a card is not a legal requirement, but CSCS says it is up to the principal contractor or client whether workers need one, and most principal contractors require it. Name the card — green Labourer, blue Skilled Worker, gold Supervisor — because CSCS states that skilled workers holding a Labourer card will be refused site access.
3. Tickets and categories. For plant, give the scheme and category, for example CPCS A09 Forward Tipping Dumper or NPORS N204 Forward Tipping Dumper, and say whether you accept both schemes and a red trained-operator card or only a blue competent-operator card. The same applies to IPAF, PASMA, slinger/signaller or first aid if the task needs them.
4. PPE the site requires. Boots and hi-vis are standard; say if your site also mandates gloves, eye protection, a specific hi-vis colour or anything task-specific, and who provides it.
5. Site address, postcode and gate. The postcode alone often lands at the wrong side of a large site. Give the gate name or number, the pedestrian entrance and a map pin if it helps.
6. Start date and time. The time to arrive, not just the time work starts, and who they report to.
7. Induction booking. Under the CDM Regulations 2015 the principal contractor must ensure a suitable site induction is provided. Say when inductions run, how long they take, whether they must be booked in advance and what to bring.
8. Site contact. A named person and a mobile number that will be answered at 7am.
9. Hours and likely duration. Daily hours, days of the week, and whether the work is one day, one week or open-ended.
10. Parking, transport and access. Is there parking? Is it paid? Is the site reachable by public transport at start time? Can vans get in?
11. Site rules and known hazards. Anything unusual: live traffic, work at height, confined spaces, asbestos surveys, restricted areas or phone rules.
12. Drug and alcohol policy. If your site tests on induction or at random, say so up front so the worker knows before they travel.

What the Law Asks Agencies to Obtain From You

In England, Wales and Scotland, the Conduct of Employment Agencies and Employment Businesses Regulations 2003 put this on a legal footing. Regulation 18 says neither an agency nor an employment business may introduce or supply a worker to a hirer unless it has obtained sufficient information from the hirer to select a suitable worker, including:

• the identity of the hirer and, if applicable, the nature of its business;
• the date the worker is needed and the duration, or likely duration, of the work;
• the position, including the type of work, the location, the hours, any risks to health or safety known to the hirer and the steps taken to prevent or control them;
• the experience, training, qualifications and any authorisation the hirer considers necessary, or which are required by law or by a professional body; and
• any expenses payable by or to the worker.

Regulation 20 adds that before a worker is supplied, the agency or employment business must take all reasonably practicable steps to make sure both the worker and the hirer are aware of any legal or professional requirements the role involves, and make reasonably practicable enquiries to ensure the placement would not be detrimental to the interests of either.

So when a good agency asks you for the details above, it is not being awkward — it is doing what the regulations require. On site, the CDM Regulations also say a contractor must not employ or appoint someone unless they have, or are in the process of getting, the skills, knowledge, training and experience for the task, which is why the card and ticket lines in your request matter so much.

This is general information, not legal advice.

Copy-and-Paste Labour Request Template

Copy this into an email or message and fill in each line. Delete anything that does not apply.

LABOUR REQUEST

Company and site name:
Trade(s) and number of workers:
Main tasks:
CSCS card required (colour/type):
Tickets required (scheme + category, e.g. CPCS A09 / NPORS N204):
Red trained-operator cards accepted? (yes/no):
PPE required beyond boots and hi-vis:
Site address and postcode:
Gate / entrance to use:
Start date and arrival time:
Report to (name):
Site contact mobile:
Induction (time, length, booking needed, what to bring):
Daily hours and working days:
Likely duration:
Parking / public transport / van access:
Site rules or known hazards to flag:
Drug and alcohol testing on site? (yes/no):
Anything else the operative should know:

Common Gaps That Cause a Wasted Day

• “Labourer” when you mean a skilled trade — the card will not match the task.
• A plant request without a category — a 360 excavator above 10 tonnes is a different card from one below.
• No gate or contact — the worker arrives on time but cannot get in.
• Induction not booked — half a day lost waiting for the next slot.
• Hours left vague — a worker who expected a 4pm finish leaves when you needed them until 6.

Sending Your Request to Trade Force UK

Trade Force UK supports contractor enquiries and worker registrations across the UK, with an initial focus on Greater Manchester, the North West and surrounding areas as the worker network grows. You can send a staffing enquiry with as many of the points above as you have; we aim to respond within one business day, and whether workers can start at short notice depends on the trade, the location and who is available. An enquiry does not create a commitment, and separate written terms of business apply to any staffing arrangement. For ongoing or multi-trade needs, see site labour supply, and for cover at short notice, temporary construction staffing.

Frequently Asked Questions

What should a construction labour request include?

The trade and number of workers, the exact CSCS card, any plant or access tickets, the PPE the site requires, the address, postcode and gate, the start time, induction arrangements, a named site contact, the hours and likely duration, parking and access, site rules and any drug and alcohol policy.

Why does the exact CSCS card type matter?

The card has to match the job. CSCS states that skilled workers holding a Labourer card will be refused site access, so ask for the card that matches the task, such as a blue Skilled Worker card for a qualified tradesperson.

Does an agency have to ask me for this information?

Yes. Regulation 18 of the Conduct of Employment Agencies and Employment Businesses Regulations 2003 says an agency or employment business may not supply a worker unless it has obtained sufficient information from the hirer, including the start date, duration, location, hours, known health and safety risks and required qualifications.

Who arranges the site induction for agency workers?

Under the CDM Regulations 2015 the principal contractor must ensure a suitable site induction is provided. Put the induction time, length and any booking requirement in your request so the worker arrives ready for it.

How much notice should I give for agency labour?

As much as you can. There is no set notice period. Trade Force UK aims to respond to every enquiry within one business day; whether workers can start at short notice depends on the trade, the location and who is available at the time.

Related reading: Hire Construction Staff · Site Labour Supply · Why Contractors Need a Labour Pipeline