Are you AWR-ready?

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Q: What is the AGENCY WORKERS’ REGULATIONS (AWR)?

A: The AWR is a UK regulation targeted at giving agency workers the same essential working and employment circumstances being a regular permanent employee after a set qualifying period of 12 weeks or three months. The provisions of the AWR take effect in united kingdom on October 2011. 
 
Here’s what you ought to 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, offering agency workers the right for the same basic employment and working conditions as though they had been hired directly, if and when they accomplish a qualifying duration of twelve weeks in the similar work.
 
- It isn't retrospective and for those agency workers already on assignment, the 12 week qualifying period will start from 1 October 2011. 
 
- From 1 October 2011, agency workers can also be eligible for access amenities and data on job openings from Day one of their assignment.
 
Q: How can the AWR affect me?
 
A: From the similar AWR document, pay attention to the new entitlements and accountabilities stated below.
 
- Day 1 rights for all agency workers: In case you employ agency workers, you have to make sure that they are able to access your facilities (for instance canteen, childcare facilities, etc.) allowing it to obtain information on your job openings from the first day of their assignment. 
 
- After twelve weeks on the same job: The equal treatment entitlements include pay as well as other standard working conditions (annual leave, rest breaks, etc.) and come into effect immediately after an agency worker completes a twelve week qualifying period in the similar job with similar hirer. Soon after finishing the qualifying time period, pregnant agency workers will now be permitted to take paid days off intended for ante-natal consultations throughout an assignment.
 
- It is not retrospective and for those agency workers already on assignment, the 12 week qualifying period will begin from 1 October 2011.
 
Q: What am I obliged by law to do?
 
A: Take a look at responsibilities you will need to accomplish for AWR compliance. 
 
- If you're a hirer of agency workers: If you're an employer and employ temporary agency workers through a temporary work agency, you must supply your agency with up to date info on your stipulations so that they can make sure that an agency worker gets the right equal treatment, just as if they'd already been recruited directly, after 12 weeks in the same job. You're responsible for making sure that all agency workers can access your facilities and are able to view information on your job opportunities from the first day of their assignment with you.
 
- If you're a ‘temp’ or agency worker: From 1 October 2011, after you have worked in the similar job for 12 weeks, you'll be eligible for a equal treatment with respect of pay and basic working conditions. You can accumulate these weeks even though you only work a few hours a week. Your temporary work agency will probably request details of your work history to help establish when you are eligible for equal treatment (separate guidance can be obtained for agency workers on direct.gov website)
 
- If you're a temporary work agency: If you are involved in the supply of temporary agency workers, you have to ask the hirer for details about pay and basic working conditions (when it is clear that the agency worker will be in the same job with the same hirer for more than 12 weeks) so that they are treated as if they'd already been directly recruited to the job. umbrella company
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Mark S Sorne has 47 articles online

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This article was published on 2011/09/29