THE AGENCY WORKERS REGULATIONS (AWR) WAS IMPLEMENTED IN THE UK ON 1ST OCTOBER 2011.
The purpose of the regulations is to provide temporary workers with equal treatment in terms of basic working and employment conditions as if they had been employed directly to do the same job. The Regulations are the most important legislation to affect the recruitment industry since the Conduct of Employment Agencies and Employment Businesses Regulations came into force in 2003. It is imperative that we support our clients to ensure they are ready for the Regulations. The rights will apply after a 12 week qualifying period.
Following the 12 week qualifying period the temporary workers will be entitled to equal treatment, including; pay, working hours, overtime, breaks, holidays and access to training and collective facilities. Equal treatment does not apply to sick pay or paternity/maternity leave.
If you have any questions surrounding AWR, then our recruitment professionals will be more than happy to assist you, give us a call on 0333 121 2324 so that we can answer any questions that you may have.
After 12 weeks candidates have the right to equal treatment, this only applies to terms and conditions that include working time, holidays and pay, such as
- Duration of working time
- Overtime and night work
- Breaks and rest periods
- Holidays and public holiday pay
- Collective facilities
This does not include the following:
- Occupational sick pay
- Maternity/Paternity Pay
- Redundancy and notice pay
- Pension payments entitlement
- Bonus types not performance related
- Profit share schemes
- Season ticket loans or car allowance