AGENCY WORKER REGULATIONS (AWR)
New legislation from October 1st 2011
The Agency Workers Regulations (AWR) come into effect on 1st October 2011, and they are probably the biggest change to legislation for temporary workers since the introduction of holiday pay rules in 1998.
The changes in regulations will affect most temporary workers. If you would like further information concerning your specific circumstances, please contact your account manager for a confidential consultation.
What’s the legislation all about?
It aims to ensure the fair treatment of temporary workers who are retained on long term assignments at the same hirer. In some cases this will mean that workers will eventually be entitled to receive the same pay, along with some benefits as if they had been engaged directly by the Hirer
There are also some changes to your rights that will apply from the first day of your assignment with any hirer that we place you with.
What does this mean?
From your first day on site you will be entitled to:
· Access to ‘Collective facilities and amenities’ e.g. office canteen or child care facilities provided on-site. This does not include off-site facilities not provided by the end employer itself e.g. subsidised gym membership. (NB If there is a waiting list for the child care facilities or other facilities, you can’t jump the queue. You just add your name to the bottom of the list.)
· Notification of any other appropriate employment opportunities on site that are notified to other staff.
After 12 continuous weeks in the same assignments you will be entitled to:
· Basic pay, overtime etc, and personal performance bonus that are the same as you would have received if hired directly. This does not include profit shares or whole company bonuses that are not related to your personal performance.
· Similar terms relating to the duration of working time, including night work and rest periods as the hirer applies to its own staff.
· The same number of Holidays as you would have received if engaged directly by the hirer .
You are not entitled to other benefits such as sick pay or maternity pay etc. in excess of statutory pay, pension, redundancy, or staff loans.
What impact will it have on me?
Foresight Recruitment Solutions have been working with all of our clients to ensure that there is no detrimental impact to our workers as a result of this new legislation being introduced.
New systems & processes have been introduced to ensure that the regulations are always complied with. In some cases there will be changes to the length & duration of assignments but this will be entirely dependent upon the type of work that you do for gap personnel and also the client that you are placed with.
Any changes that apply to you will be advised at the start of your assignment or as soon as reasonably practicable thereafter
The Agency Workers Regulations (AWR) come into effect on 1st October 2011, and they are probably the biggest change to legislation for temporary workers since the introduction of holiday pay rules in 1998.
The changes in regulations will affect most temporary workers. If you would like further information concerning your specific circumstances, please contact your account manager for a confidential consultation.
What’s the legislation all about?
It aims to ensure the fair treatment of temporary workers who are retained on long term assignments at the same hirer. In some cases this will mean that workers will eventually be entitled to receive the same pay, along with some benefits as if they had been engaged directly by the Hirer
There are also some changes to your rights that will apply from the first day of your assignment with any hirer that we place you with.
What does this mean?
From your first day on site you will be entitled to:
· Access to ‘Collective facilities and amenities’ e.g. office canteen or child care facilities provided on-site. This does not include off-site facilities not provided by the end employer itself e.g. subsidised gym membership. (NB If there is a waiting list for the child care facilities or other facilities, you can’t jump the queue. You just add your name to the bottom of the list.)
· Notification of any other appropriate employment opportunities on site that are notified to other staff.
After 12 continuous weeks in the same assignments you will be entitled to:
· Basic pay, overtime etc, and personal performance bonus that are the same as you would have received if hired directly. This does not include profit shares or whole company bonuses that are not related to your personal performance.
· Similar terms relating to the duration of working time, including night work and rest periods as the hirer applies to its own staff.
· The same number of Holidays as you would have received if engaged directly by the hirer .
You are not entitled to other benefits such as sick pay or maternity pay etc. in excess of statutory pay, pension, redundancy, or staff loans.
What impact will it have on me?
Foresight Recruitment Solutions have been working with all of our clients to ensure that there is no detrimental impact to our workers as a result of this new legislation being introduced.
New systems & processes have been introduced to ensure that the regulations are always complied with. In some cases there will be changes to the length & duration of assignments but this will be entirely dependent upon the type of work that you do for gap personnel and also the client that you are placed with.
Any changes that apply to you will be advised at the start of your assignment or as soon as reasonably practicable thereafter
FOLLOW US