Q: What is the AGENCY WORKERS REGULATIONS (AWR)?
A: The AWR is a UK regulation targeted at offering agency workers a similar basic working and employment conditions as a regular permanent worker following a set qualifying period of twelve weeks or three months. The conditions of the AWR take effect in united kingdom on October 2011.
Heres what you must know about the AWR from the Department for Business Innovation & Skills AGENCY WORKERS REGULATIONS GUIDANCE (as of May 2011):
- The legislation comes into force on 1 October 2011, providing agency workers the right for the similar standard employment and working conditions like they had been hired directly, if and when they finish a qualifying duration of twelve weeks in the same job.
- 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 may also be entitled to access facilities and information on job vacancies from Day one of their assignment.
Q: How will the AWR have an effect on me?
A: From the same AWR record, pay attention to the new entitlements and responsibilities outlined below.
- Day one rights for all agency workers: If you employ agency workers, you need to make sure that they can gain access to your facilities (for example canteen, childcare facilities, etc.) allowing it to obtain information on your job opportunities from the first day of their assignment.
- After 12 weeks within the similar job: The same treatment entitlements relate to pay along with other standard working situations (annual leave, rest breaks, etc.) and come into effect soon after an agency worker completes a 12 week qualifying time period in the same job with similar hirer. Right after completing the qualifying period of time, pregnant agency workers will now be allowed to get paid time off work regarding ante-natal appointments during an assignment.
- It isn't retrospective and for those agency workers already on assignment, the 12 week qualifying period will begin from 1 October 2011.
Q: What am I required legally to do?
A: Listed here are duties you will need to accomplish for AWR compliance.
- If you're a hirer of agency workers: If you're an employer and employ the service of temporary agency workers through a temporary work agency, you need to present your agency with up to date information on your stipulations in order to make sure that an agency worker receives the right equal treatment, just as if they had been employed directly, after twelve weeks in the same job. You are accountable for making certain all agency workers can access your amenities and are able to see information on your job openings from the 1st 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 qualify for equal treatment in 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 is likely to ask for details of your work history to assist establish when you're eligible for equal treatment (separate assistance can be obtained for agency workers on direct.gov website)
- If you are a temporary work agency: If you are involved in the supply of temporary agency workers, you need to ask the hirer for details about pay and basic working conditions (when it's 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 had been directly recruited to the job.
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