ARE YOU AWR-READY?
Q: What exactly is the AGENCY WORKERS’ REGULATIONS (AWR)?
A: The AWR is a UK regulation targeted at offering agency workers precisely the same essential working and employment circumstances being a regular permanent employee following a set qualifying duration of 12 weeks or 3 months. The conditions of the AWR take effect in united kingdom on October 2011.
Here’s what you should know of the AWR from the Department for Business Innovation & Skills’ AGENCY WORKERS REGULATIONS GUIDANCE (as of May 2011):
– The regulation comes into force on 1 October 2011, providing agency workers the entitlement to the same basic employment and working conditions like they’d been recruited directly, if and when they finish a qualifying duration of 12 weeks in the similar work.
– It is not retrospective and for those agency workers already on assignment, the 12 week qualifying period will begin from 1 October 2011.
– From 1 October 2011, agency workers will also be eligible for access facilities and data on job openings from Day one of their assignment.
Q: How will the AWR affect me?
A: From the similar AWR record, pay attention to the latest entitlements and responsibilities outlined below.
– Day 1 rights for all agency workers: Should you employ the service of agency workers, you will need to ensure that they can gain access to your amenities (for instance canteen, childcare facilities, etc.) and may gain access to data on your job vacancies from the 1st day of their assignment.
– After twelve weeks on the same job: The equal treatment entitlements include pay along with other basic working conditions (annual leave, rest breaks, etc.) and come into effect after an agency worker completes a twelve week qualifying time period in the similar job with similar hirer. After completing the qualifying time period, pregnant agency workers will now be permitted to get paid time off work regarding ante-natal appointments throughout an assignment.
– It is not retrospective and for those agency workers already on assignment, the twelve week qualifying period will begin from 1 October 2011.
Q: What am I obligated legally to do?
A: Listed here are duties you have to attain for AWR compliance.
– If you are a hirer of agency workers: If you’re an employer and employ the service of temporary agency workers through a temporary work agency, you must present your agency with up to date information about your terms and conditions so that they can make certain that an agency worker gets the right equal treatment, just as if they had recently been recruited directly, after 12 weeks in the similar job. You’re accountable for making sure that all agency workers can access your amenities and are able to look at information on your job opportunities from the 1st day of their assignment with you.
– If you’re a ‘temp’ or agency worker: From 1 October 2011, once you’ve worked in the similar job for twelve weeks, you will qualify for equal treatment with respect of pay and basic working conditions. You can collect these weeks even though you only work a couple of hours a week. Your temporary work agency will probably ask for details of your work history to assist establish when you’re eligible for equal treatment (separate guidance is available for agency workers on direct.gov website)
– If you are a temporary work agency: If you’re involved in the supply of temporary agency workers, you have to ask the hirer for information about pay and basic working conditions (when it’s clear that the agency worker will be in the same job with similar hirer for more than twelve weeks) so that they are treated as if they had been directly recruited to the job. umbrella company
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