Agency Worker Regulations
Implemented in the UK on 1st October 2011, the Agency Workers Regulations (AWR) now entitles temporary workers, after a qualifying period of 12 weeks, to receive equal benefits as a comparable permanent employee.
Benefits include same pay, working hours, holidays and training. However, exemptions include sick pay, paternity and maternity leave, redundancy pay, bonuses related to company performance and subsidised benefits such as healthcare.
The AWR also covers first day rights. The new regulations dictate that all temporary workers are entitled to the same basic working and employment conditions as they would be, had they been recruited to the role directly by the organisation. This includes access to shared facilities such as restroom areas and canteens, as well as transparency regarding permanent vacancies within the company.
How PPS helps you with the AWR
In the majority of instances, the agency is responsible for monitoring on behalf of temporary workers when they reach the qualifying period. Partnering with PPS means that we take care of this for you. Our bespoke recruitment systems automatically notify hiring managers and agencies of upcoming qualifying periods for temporary workers.
We also provide detailed assessments regarding transitions to permanent roles, allowing all parties involved to make an informed decision that is cost effective and efficient.
If you would like to learn more about the ways we could help you to recruit in compliance with the recent changes in recruitment legislation, please get in touch.
Visit our blog for further information regarding the AWR and what it means for you and your temporary workers.
