# Recruitment fee and rebate calculator: the invoice, the rebate scale with dates, and whether a temp-to-perm fee is chargeable > Enter salary, fee percentage and start date to get the invoice, a rebate table with the date each band ends, and the temp-to-perm window under regulation 10. - Page to cite: https://aeolookup.com/recruitment/recruitment-fee-and-rebate-calculator/ - Publisher: AEO Lookup (https://aeolookup.com/) - Section: Recruitment agencies, Fees, terms and rebates - Published 1 October 2026 - Key fact: On a £38,000 salary at 18% the fee is £6,840 (£8,208 with VAT); a candidate who leaves in week 6 under a 100/50/25 scale earns a £3,420 rebate, and a temp whose assignment ended on 11 September 2026 can still attract a transfer fee if the client offers the job before 6 November 2026, eight weeks after the end. - Sources: Conduct of Employment Agencies and Employment Businesses Regulations 2003 reg 10 as set out on GOV.UK "Employment agencies and businesses: fees to hiring companies (transfer fees)", read 2026-10-01; rebate scales are trade practice (Trove, 13 July 2026: "commonly 8 to 12 weeks" on a sliding scale), not statute. Tested in headless Edge 2026-10-01. "How much does a recruitment agency charge" is the most-typed money question in this sector, from clients and from new agency owners, and the honest answer is that the law does not say. The fee, the rebate and the replacement are whatever the signed terms say. The one fee rule that is statutory is the temp-to-perm transfer fee, and that is where disputes go wrong, so the calculator does both. **Free tool on the page:** Recruitment fee and rebate calculator: the invoice, the rebate scale with dates, and the temp-to-perm window. It runs in the browser at https://aeolookup.com/recruitment/recruitment-fee-and-rebate-calculator/#tool and asks for no sign-up. ## What it does Enter the first-year salary, your fee percentage and whether you add VAT, and it prints the invoice. Enter the start date and the rebate scale from your terms, and it prints a table with the date each band ends, so "50% if they leave in weeks five to eight" becomes "50% if they leave by Sunday 29 November". Enter a leaving date and it tells you the week, the percentage and the amount, and reminds you of the payment-on-time condition if the invoice was late. For a temp the client wants to take on, enter the assignment's start, its end and the date of the permanent offer. The tool applies regulation 10 of the Conduct Regulations: a transfer fee is chargeable only if the offer comes before the later of eight weeks after the assignment ended and fourteen weeks after it started, and only if your terms gave the hirer the choice of an extended period of hire instead. ## The figures it rests on The percentage is yours. The range quoted in the trade for permanent placements is wide, and the calculator does not pick a number for you; it shows what the number you chose comes to. The rebate scales offered are the two common shapes, 100/50/25 over twelve weeks and a steeper eight-week scale, plus replacement-only. If yours differs, the table still shows the method. The temp-to-perm dates are statutory. The eight-week and fourteen-week limits, and the hirer's right to choose an extended hire instead of a fee, are in regulation 10 and apply whatever the terms say; a clause that claims a fee for a hire fifteen weeks after the assignment started is unenforceable. The extension, if the hirer takes it, cannot be on worse terms than the original assignment. ## Where disputes start Three places. The client says they were never sent the terms, which is why the [terms of business guide](https://aeolookup.com/recruitment/recruitment-agency-terms-of-business-what-to-include/) is mostly about proving acceptance. The client says the candidate was already known to them, which turns on how your terms define an introduction. And the client says the candidate left in week nine when your records say week seven, which the start date and the leaving date settle; the calculator counts days from the start date and prints the week number, and a file note from the day the candidate started is the evidence. A rebate conditional on payment within terms is lawful and common. If the invoice was paid late and the terms say so, nothing is due, and the calculator says so in one line so you can quote it without arguing. ## Temp-to-perm, worked A temp started on 1 June 2026 and the assignment ended on 11 September 2026. Fourteen weeks from the start is 7 September; eight weeks from the end is 6 November. The later date wins, so the client can take the worker on without a fee from 6 November 2026, and any offer before that date attracts the fee if the extended-hire option was in the terms. The [transfer fee guide](https://aeolookup.com/recruitment/temp-to-perm-transfer-fee-rules-conduct-regulations/) sets out the rest of regulation 10, including the temp-to-temp and temp-to-third-party cases. ## In the agency An AI Compliance Clerk set up by Overlyft ![](https://aeolookup.com/img/d/ours-badge.png) produces the rebate table on the day a placement is confirmed and files it with the signed terms, so when a client calls in week six the answer is a number and a date, not a search. The fee itself stays the consultant's decision. This is general information about the published rules, not legal advice. ## Short answers from this page **How is a recruitment fee and rebate worked out?** The fee is the agreed percentage of first-year salary: 18% of £38,000 is £6,840, or £8,208 with VAT. A rebate scale returns part of it if the candidate leaves early. On a 100/50/25 scale over 4, 8 and 12 weeks, a candidate who leaves in week 6 earns the client a 50% rebate, £3,420. Most terms make the rebate conditional on the invoice having been paid on time. --- ![](https://aeolookup.com/img/d/owner-line.png) General information for UK small firms, not legal, tax or financial advice.