The essential legal guide for recruiters exploring the consultancy model.
If you’re thinking about adopting a consultancy model, or you’re already delivering outcomes, not CVs, this free guide explains the legal and commercial risks you need to understand first.
From IR35 to contract structure, get clear on what makes a genuine consultancy arrangement, and how to stay protected.
HMRC won't care what you call it. They'll care about how it's delivered.
Your competitors are already making the switch and winning bigger, higher-margin work. Don’t fall behind by using contracts or delivery models that expose you to risk.
This guide shows you how to stay ahead, stay compliant, and stay in control.
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Recruitment agreements supply a worker; consultancy agreements supply a service. That means different responsibilities, risks, and legal frameworks.
As the consultancy, you are treated as the client for IR35 purposes. Where you are required to do so, you issue the SDS and make the assessment — Lawspeed contracts make sure this is documented correctly.
Yes. You’ll need a consultancy agreement with your client and a sub-consultancy agreement with your contractor(s). Lawspeed provides both.
Yes. All Lawspeed contracts include automatic updates as standard, so you’ll never be caught out by changes.
No. Both contracts can be used with or without ProTerms. If you do use ProTerms, you can issue, track, and store everything in one place for extra efficiency.
The contract comes with ProTerms, Lawspeed’s contract automation platform. This means you can:
