Yes
67%
No
33%
Last month we asked you whether your firm was prepared for the implementation of the new Agency Workers Regulations (AWR). The results show that two-thirds of you are ready for the changes.
The 12-week accrual
The AWR will come into force on 1 October 2011 and will entitle temporary workers, who have worked 12 consecutive weeks, the same basic employment rights as permanent employees. This entitles them to holidays, overtime allowances and equal pay to permanent staff at the same company.
The biggest issue for payroll is to establish when an agency worker has reached the 12-week qualifying period. There are many different elements that could affect this, including breaks for sickness, maternity leave, holidays and jury service.
Utilising technology
One way that employers can monitor agency staff is by using a time and attendance (T&A) system. By ensuring that temporary employees clock in and out, managers can be easily alerted when an individual is approaching the 12-week marker in order to ensure compliance with the AWR.
Be prepared
It is important that employers prepare for the upcoming changes and do not simply change staff when they reach the 12-week qualifying period. If companies are found to be doing this they can be faced with compensation awards of up to £5,000.
Recruitment agencies and employers should work together in order to ensure that the AWR are met. The new regulations could also be seen as an opportunity for businesses to look at T&A.
For more information on AWR look out for our article in next month’s issue of Pay & Benefits.
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