Are you AWR-ready?

Q: What is the AGENCY WORKERS’ REGULATIONS (AWR)? A: The AWR is a UK legislation targeted at offering agency workers the same standard working and employment conditions like a regular permanent employee following a set qualifying time period of twelve weeks or three months. The provisions of the AWR take effect in united kingdom on October 2011. Here’s what you should understand 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, offering agency workers the right to the similar basic employment and working conditions as if they'd been employed directly, if and when they finish a qualifying time period of twelve weeks in the same work. - It is not retrospective and for those agency workers already on assignment, the twelve week qualifying period will start from 1 October 2011. - From 1 October 2011, agency workers may also be eligible for access facilities and data on job opportunities from Day one of their assignment. Q: How can the AWR have an effect on me? A: From the similar AWR document, pay attention to the latest entitlements and accountabilities discussed below. - Day one rights for all agency workers: In case you hire agency workers, you have to be sure that they could access your amenities (like canteen, childcare facilities, etc.) and may also obtain data on your job openings from the first day of their assignment. - After twelve weeks from the same job: The same treatment entitlements include pay and other standard working situations (annual leave, rest breaks, etc.) and come into effect immediately after an agency worker accomplishes a twelve week qualifying period in the similar job with similar hirer. After finishing the qualifying period, pregnant agency workers can be permitted to take paid time off with regard to ante-natal consultations during 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 obligated by law to do? A: Take a look at tasks you will need to attain for AWR compliance. - If you happen to be hirer of agency workers: If you are an employer and employ temporary agency workers through a temporary work agency, you should provide your agency with up to date information on your stipulations to enable them to ensure that an agency worker receives the correct equal treatment, as if they had been employed directly, after twelve weeks in the same job. You're accountable for ensuring that all agency workers can access your facilities and are capable to see 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 same job for 12 weeks, you will qualify for 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 is likely to ask for details of your work history to assist establish when you're entitled to equal treatment (separate guidance is available 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 need 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 similar hirer for more than 12 weeks) so that they are treated as if they'd already been directly recruited to the job. umbrella company