Rullion Recruitment Squire, Sanders and • Rehan Pasha • Senior Associate Dempsey Eversheds • Richard Sheldon • Associate – HR Practice Group Paystream • Julian Ball • Legal Director Brabners, Chaffe and Street • Simon Bloch • Associate Rullion Engineering • Philip Higgins • Managing Director Personnel Temporary Work Agency AWR Agency Worker Hirer Managing Agent Hirer Recruitment Business Master Vendor Temporary Work Agency Managed Service Provider Intermediary Agency Worker Umbrella Company Neutral Vendor Genuinely Self Employed Seconded Personnel Managed Contracts Outside of AWR Workers Seeking Perm Roles Hirer’s Direct Temps Access to Facilities • • • • Canteen Transport Car Parking Child-care facilities Access to Vacancies • Vacancy notification Equal pay (comparable employee) Duration of working time Night work Rest periods and breaks Annual leave (Agency workers already entitled to 28 days) Paid time off for ante-natal appointments Occupational Benefits Other Benefits Sick Pay Expenses Pensions Notice Pay Qualifying Period Schemes Overtime Bonuses Discretionary and NonContractual (not Maternity, Paternity or Adoption Pay Advances/Loans performance related) Redundancy Pay Trade Union Duties Pay Any Other Payments Pay Basic pay Benefits Vouchers or stamps of a monetary value Overtime pay Holiday pay Bonus/Incentives linked to personal performance Paid time off for antenatal appointments Agency Worker Intermediary Managing Agent Master Vendor Hirer Managed Service Provider Neutral Vendor Recruitment Business Temporary Work Agency Umbrella Company Pay Overtime Payments & Rules Vouchers Annual Leave Shift Payments Bonus Extra Payments Status of Worker – e.g. PAYE, Umbrella, LCC Average length of assignment Gaps in assignment Performance related bonus payments Benefit discrepancies Pay discrepancies Pay scales, collective agreements, national agreements Union presence Enable agency/customer to consider model to be deployed Clarify understanding of extent of AWR and risk to establish the cost of compliance to establish process for information sharing to define contract changes Establish agency workers in scope Design and implement guidance notes for hiring managers Robust process for dealing with complaints about equal treatment Identification of comparable employee Educate hiring managers Implement Day 1 rights Implement Obtain information from customers (Pay, benefits, holidays etc.) Modify recruitment process (exchanging information) Work in partnership to ensure compliance Ensure we stay out of Employment Tribunals Genuine Employment Contracts Non working periods Out of scope for equal pay only Paid between assignments Contract entered prior to assignment start Non-working periods Reasonable steps to seek suitable work If available, offer that work Pay worker a minimum amount between assignments 4 calendar weeks 50% of highest rate paid to worker in preceding 12 weeks but not less than NMW Average number of hours worked in preceding 12 weeks period Focus on the higher risk areas (generally low paid arena) Case law will take a number of years to establish Seek legal advice where applicable Be proactive “One size does not fit all” Avoid dictatorial approach to LCC Do not assume it is somebody else’s responsibility/liability Guidance notes now published Apply best practice Work with supply chain to ensure compliance Assess impact over next three months