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©Whitehead Monckton Agency workers and self- employed contractors – when casual workers can become anything but Neil Emery October
©Whitehead Monckton Agency Workers 2
©Whitehead Monckton Agency Workers 3
©Whitehead Monckton Agency Workers 1 October
©Whitehead Monckton Day one rights Collective facilities Information about employment vacancies 5
©Whitehead Monckton Rights after 12 weeks Same pay and basic working conditions as equivalent permanent staff 6
©Whitehead Monckton Qualifying period 12 weeks in the same role (ignoring change of agency) No minimum amount of work to be completed “In the same role” - change of position requires re- qualifying The whole or main part of the role must be “substantively different” Agency must notify worker of new role in writing Breaks between assignments of less than six weeks e.g. if returning to a role 7
©Whitehead Monckton Qualifying period Breaks beyond six weeks preserving continuity: –sickness up to 28 weeks –temporary cessation of work –jury service –statutory or contractual entitlement to time off –strike / lock out Pregnancy or adoption leave breaks count towards the qualifying period Once qualified, the worker remains eligible for equal treatment until broken 8
©Whitehead Monckton Anti-avoidance Worker has completed two or more assignments with a hirer Worker has completed one or more assignments with a hirer with hirers associated with that hirer Worker has worked in more than two different roles with the hirer 9
©Whitehead Monckton ©Whitehead Monckton 2012 Agency Workers So the implications are: Higher agency costs Less experienced agency workers If a deliberate attempt to frustrate or prevent qualification, employment tribunal can award compensation of up to £5,000 (minimum 2 weeks’ pay) 10
©Whitehead Monckton ©Whitehead Monckton 2012 Action Points Audit of agency staff Skills matrices Standard terms and conditions of employment, pay scales and annual leave entitlements Mechanism to keep track of agency workers 11
©Whitehead Monckton ©Whitehead Monckton 2012 Action Points Short assignments (of no more than 12 weeks) Roles with no directly recruited comparator Swedish derogation? 12
©Whitehead Monckton ©Whitehead Monckton 2012 Self-employed 13
©Whitehead Monckton ©Whitehead Monckton 2012 Self-employed Personal service Mutuality of obligation Control “Other factors” 14
©Whitehead Monckton ©Whitehead Monckton 2012 Risks Unfair dismissal Notice pay Discrimination Tax and National Insurance 15
©Whitehead Monckton ©Whitehead Monckton 2012 Action Points Assess overall nature of the relationship Ensure that contract reflects actual relationship Keep situation under review 16
©Whitehead Monckton ©Whitehead Monckton 2012 Contact Neil Emery
©Whitehead Monckton Agency Workers Regulations 2010 Neil Emery October
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COMMERCIAL IN CONFIDENCE 0. Meet Fujitsu Progress Update COMMERCIAL IN CONFIDENCE © Copyright Fujitsu Services Limited 2010.
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DERBYSHIRE COUNTY COUNCIL PENSION FUND EMPLOYERS FORUM: AUTO ENROLMENT 17 MAY 2012 Rob White BSc CertPFS Senior Associate Public Sector Advisory Services.
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COMMERCIAL IN CONFIDENCE 0. Meet Fujitsu Progress Update © Copyright Fujitsu Services Limited 2010.
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1 A DMINISTRATION of E MPLOYEE N EEDS. 2 Lecture Outline Differentiate between the different types of leave generally available in Australian companies.
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