Agency Workers Regulations October 2011 Agency Workers Regulations 2010 Briefing Agenda • • • • • Purpose of the Briefing Introduction to AWR Oct 2011 Risks, Interventions & Practice Support/ Further guidance Questions & Answers Agency Workers Regulations Briefing Purpose • • • • • • Interactive session to update on the implications of AWR Identify any issues Knowledge transfer & discussion Consistent Approach Feedback Process Questions & Answers – answer now or take away Agency Workers Regulations October 2011 The Regulations • Came into force 1 October 2011 • Provides agency workers with two types of rights - Ancillary Rights and basic working & employment conditions • Ancillary rights – Apply from day 1 • Basic working and employment conditions – ensure equal treatment Pay, Working Time & Annual Leave after 12 weeks in the same role • The 12 weeks is not retrospective so the first time it would apply is therefore 23 December 2011. What is an agency worker? • ‘An Agency Worker is an individual who is supplied by a temporary work agency to work temporarily under the supervision & direction of a hirer; and who has a contract of employment or any other type of contract under which they provide their services personally for the agency’’ – There should exist a contract to perform work personally between the individual and the agency – Individual is temporarily supplied to us via the agency – Is subject to the supervision and direction of that hirer • AND – Is not in business on their own account Who is not covered by the definition? • Unitemps supplying staff to us directly * • Self employed & individuals with own Ltd Company • Individuals recruited directly to work for us via an agency • Individuals on managed service contracts * Please note Unitemps supplying staff directly to the University are now covered following an amendment to BIS guidance. Ancillary Rights What are ancillary rights? • Facilities – – – – canteen transport parking, child care – under the same terms as perm staff • Equal Access to job vacancies – Issue but must ensure access for non-pc based agency workers Induction must be undertaken Basic employment terms and working conditions Equal Treatment in: Pay Working Time • Basic Pay & any other contractual pay elements linked to work after 12 weeks continuous service • Excludes occupational pension & sick pay, bonus for long term performance, contractual notice, contractual redundancy & benefits in kind e.g. car • Same working hours, rest breaks & break provisions, shift patterns etc Annual Leave • Statutory minimum holiday entitlement from day 1, contractual holiday entitlement from end of 12 wks Effect on 12 week qualifying period • • • • • • • • • • • Agency worker begins a new assignment with a new hirer Agency worker remains with the same hirer but is no longer in the same role (substantively different role) Break between assignments of more than 6 weeks (which is not one which ‘pauses’ the clock or during which it continues to tick) Any reason where the break is less than 6 weeks. Sickness Absence Annual Leave Shutdowns Jury Service Industrial action Pregnancy and maternity related absence Statutory maternity, paternity or adoption leave • Clock is set to zero • Clock is reset to zero • Clock resets to zero • Pauses the clock • • • • • • • Pauses the clock for up to 28 weeks Pauses the clock Pauses the clock Pauses the clock for up to 28 weeks Pauses the clock Clock keeps ticking Clock keeps ticking ( where the agency workers has a contract of employment with the agency – this is rare) Liability • Organisation needs to identify equal role & terms • Organisation needs to provide relevant information to agency to engage individual, day 1 and by end of 12 wk qualifying period • Employment liability would then rest with the agency • Breach of facilities provision such as breaks, working hours etc is the organisation’s liabilities Anti- Avoidance Provisions • To prevent deliberate operational practice that would affect rights under the regulations – Deliberate rotation of staff between jobs – Changes to job roles to prevent qualifying period from taking effect – Appointment of new temp employee for same job • True comparison of equal work Management • HRAs support Line Managers in determining like work and equal terms • Consider engaging individuals on framework terms from day 1 • Minimise new vendors & where we do need a new vendor, eg specialist/niche requirement ensure they are fully informed of correct terms of engagement • Very short form which can be sent to the agency along with brief term and conditions • Adapting MDR2 form for new vendors to alert line managers to AWR & to seek assistance • New Induction for AW’s – first day ancillary rights, access to employment opportunities, on line & hard copy doc Support and Information Available • Web pages updating colleagues on AWR and developments • Q&A being continually updated • Case studies of experience will be added where relevant • HR Adviser Questions & Answers???