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Agency Workers Regulations

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For more information on what to do, please select the relevant option below.

For Hirers

Hirers who typically engage temporary workers for periods in excess of 12 weeks should carefully evaluate the potential impact the Regulations may have by:

  1. Conducting an impact assessment on the long term supply of agency workers.
An impact assessment would typically review:
  • Average length of assignments
  • Proportion of assignments lasting longer than 12 weeks
  • Average break periods between assignments
  • Seasonal differences in hiring patterns
  • Status of temporary workers currently supplied – PAYE, Umbrella, Ltd Company
  • Onsite recruitment intermediary processes in the supply chain
  • Current rates of pay paid to agency workers against current pay bands for permanent staff
  • Current overtime arrangements paid to agency workers against current overtime pay bands for permanent staff
  • Bonus payments and commissions and associated qualifying periods currently offered to permanent staff
  • Holiday entitlements of staff
  • Collective onsite facilities that will need to be extended to temporary workers from implementation date
  • Working from home policies
  • Process for advertising current internal vacancies so all vacancies can be accessible by permanent and temporary members of staff
  1. Identifying the administrative impact that the Regulations bring to the internal hiring process and providing and maintaining pay information and workers’ records
  2. Ensuring there are transparent pay scales and a robust method for providing comparator information to Agencies.

For Hudson

The majority of Hudson’s temporary workers are placed with clients for periods longer than 12 weeks. Therefore the AWR applies to most assignments. Given the anti-avoidance sanctions it is important that both Hudson and our Clients comply with the AWR.

Under the AWR there is a requirement for the Agency to ask the Client for information about pay and conditions, and for this information to be shared between all parties in the chain of supply (this could also include umbrella companies) in order to ensure that the party responsible for paying the temporary worker is aware of their entitlements.

Hudson has amended its Terms of Business to ensure that obligations of both Clients and Hudson to comply with the AWR have been reflected in our contractual terms.

We will ask Hirers to complete a comparator request form at the start of all new temporary assignments which requests information about equivalent permanent salaries, bonuses, holiday entitlement and working conditions prior to a temporary worker starting onsite.

This will need to be completed and returned to Hudson so that we can evidence our collective compliance with the AWR.  If the temporary worker is entitled to an increase in pay from the 12 week point, we will monitor this and input the relevant changes to our system at the 12 week point.

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