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www.whitehead-monckton.co.uk ©Whitehead Monckton 2012 1 Agency workers and self- employed contractors – when casual workers can become anything but Neil Emery October 2012 1
www.whitehead-monckton.co.uk ©Whitehead Monckton 2012 2 Agency Workers 2
www.whitehead-monckton.co.uk ©Whitehead Monckton 2012 3 Agency Workers 3
www.whitehead-monckton.co.uk ©Whitehead Monckton 2012 4 Agency Workers 1 October 2011 4
www.whitehead-monckton.co.uk ©Whitehead Monckton 2012 5 Day one rights Collective facilities Information about employment vacancies 5
www.whitehead-monckton.co.uk ©Whitehead Monckton 2012 6 Rights after 12 weeks Same pay and basic working conditions as equivalent permanent staff 6
www.whitehead-monckton.co.uk ©Whitehead Monckton 2012 7 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
www.whitehead-monckton.co.uk ©Whitehead Monckton 2012 8 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
www.whitehead-monckton.co.uk ©Whitehead Monckton 2012 9 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
www.whitehead-monckton.co.uk ©Whitehead Monckton 2012 10 www.whitehead-monckton.co.uk ©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
www.whitehead-monckton.co.uk ©Whitehead Monckton 2012 11 www.whitehead-monckton.co.uk ©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
www.whitehead-monckton.co.uk ©Whitehead Monckton 2012 12 www.whitehead-monckton.co.uk ©Whitehead Monckton 2012 Action Points Short assignments (of no more than 12 weeks) Roles with no directly recruited comparator Swedish derogation? 12
www.whitehead-monckton.co.uk ©Whitehead Monckton 2012 13 www.whitehead-monckton.co.uk ©Whitehead Monckton 2012 Self-employed 13
www.whitehead-monckton.co.uk ©Whitehead Monckton 2012 14 www.whitehead-monckton.co.uk ©Whitehead Monckton 2012 Self-employed Personal service Mutuality of obligation Control “Other factors” 14
www.whitehead-monckton.co.uk ©Whitehead Monckton 2012 15 www.whitehead-monckton.co.uk ©Whitehead Monckton 2012 Risks Unfair dismissal Notice pay Discrimination Tax and National Insurance 15
www.whitehead-monckton.co.uk ©Whitehead Monckton 2012 16 www.whitehead-monckton.co.uk ©Whitehead Monckton 2012 Action Points Assess overall nature of the relationship Ensure that contract reflects actual relationship Keep situation under review 16
www.whitehead-monckton.co.uk ©Whitehead Monckton 2012 17 www.whitehead-monckton.co.uk ©Whitehead Monckton 2012 Contact Neil Emery 01622 698047 firstname.lastname@example.org 17
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