The AWR and Your Business
The AWR came into force in the UK on the 1st October 2011. Its aim is to ensure temporary workers receive the same basic employment and working conditions as comparable employees who are directly employed by the Hirer.
The temporary worker receives rights on day one and after completing a 12 week qualifying period, regardless of how many hours each week they work.
The parties which are most affected by the AWR are…
• The Hirer of temporary workers who enters into a contract with a temporary work agency.
• The Temporary Work Agency, including any recruitment agency or umbrella company that supplies, or pays for temporary workers to work temporarily under the supervision and direction of the hirer.
All of the above parties could be fined for breaching the AWR.
The AWR is an involved set of Regulations, which will undoubtedly place an administrative burden on both the Temporary Worker Agency and the Hirer and potentially lead to a reduction in the agencies’ profit margins. The unique way of working with temporary workers developed by Equitable puts Agencies and Hirers outside of the scope of AWR and absolves them of any responsibility for, or involvement with, employment liabilities and taxation compliancy regulations applicable in today’s labour market.