- About Us
- Log In / Register
- Career Centre
- Working in London
- Useful Links
- Refer a friend
- Give us your feedback
- Salary Survey
- CIMA & ACCA Exam Results Summer 2013
- CIMA Exam Results July 2013
- ACCA Exam Results August 2013
- CIMA Professional Extra Exams August 2013
- ACA Exams - November 2013
- CIMA Professional Exams November 2013
- Salary Survey
- Contact Us
Radley Green found the newest addition to my team. The role was complex but Radley Green had an ideal interim candidate already registered and ready to start the next week. A great service.
Group Finance Director
Agency Worker Regulations (AWR)
This guide has been put together to enable employers and candidates who need help to understand the new legislation and have enough information to decide whether to take further advice. This guide should not be considered legal advice and candidates needing further information or have an issue relating to their business or circumstance, should seek independent legal advice.
The Agency Workers Regulations (AWR) were implemented in the UK on 1st October 2011. The purpose of the regulations is to provide temporary workers with equal treatment to permanent employees in terms of basic working and employment conditions after a 12-week period, but temporary workers also have rights from their first day of employment.
On the first day of a temporary position the hirers of agency workers must ensure the candidate has access to the same collective facilities and amenities as a permanent employee working in a similar position and is kept up to date regarding any new job opportunities/vacancies with the hirer. Collective amenities and facilities include:
The consultancy that placed the temporary worker in the position will not be held responsible for these liabilities as they have no control over the hirer's supply of these facilities.
Following the 12-week qualifying period the temporary workers will be entitled to equal treatment regarding pay, working hours, overtime, breaks, holidays and access to training as their comparable permanent colleagues.This is often referred to as equal treatment although equal treatment is not quite the same thing. The legislation is structured so that temporary workers who would not previously have been afforded these rights, will now do so. But it doesn't mean that those agency workers who have better employment conditions have to be treated equally eg; if an agency worker is currently being paid a higher rate than a comparable permanent employee, that won't be affected.
Employment conditions are:
The main employment conditions excluded from AWR legislation are:
To download the Radley Green AWR candidate guide click here.
If you have any further questions regarding AWR please do not hesitate to contact us.