Need to know for temporary agency workers

July 6, 2010 - PRLog -- Need to know Agency Workers Directive



There has been relentless debates regarding the necessity of the Agency Workers Regulations and continued concerns that this EU-derived peace of legislation is not adapted to meet the demands of the UK labour market. The main worry is it could limit job opportunities at a time when a flexible workforce is crucial to the UK’s recovery from the recession.



The debate, however, is over, and the focus is now directed towards the implementation and effects on UK businesses.  Although the legislation does not come into force until October 2011, organisations need to begin preparation now.   Consideration needs to be given as to how they are going to place temporary agency workers within their business in the future, to ensure they can still maintain an efficient, cost effective, flexible workforce, without breaking the rules.



What you should already know about the AWD



The type of worker that will fall within the scope of the regulations

How the AWD will affect umbrella workers and limited contractors

A temporary agency worker’s rights to equal pay

The qualifying period for equal rights and when the clock will be restarted

The provisions included for training

Who is liable for compliance

What anti-avoidance measures the Government are planning?

How you will calculate comparable pay

How you will measure the time period of a temporary agency worker



Knowing your temporary agency workforce



Obviously to tackle the implementation of the AWD you must have control and management of your current temporary agency workforce. This control will to enable organisations to benchmark their permanent pay rates against their temporary pay rates by skill set, allowing them to forecast adequately for the future.



The very basics you need to know:

-          Existing pay and overtime rates per job scope.

-          The current average length of assignments.

-          What proportion of assignments last more than 12 weeks.

-          If assignments are extended or regularly repeated.

-          The average break period between assignments.

-          The use of the same temporary agency worker in different roles within the same client.

-          The supply of the same agency worker by different agencies.

-          The actual status of temporary agency workers currently being supplied (i.e. paye, umbrella company, self employed or limited company contractor)

-          The percentage of female temporary agency workers


Contact the head of our AWR team Paul Farmer de Poel commercial director on 01565 682020 or pfarmer@depoel.co.uk to receive an AWR impact assessment questionnaire and to arrange an appointment to discuss your specific circumstances at which the report can be delivered. All specific AWR queries can be addressed to awrteam@depoel.co.uk or visit the depoel website at http://depoel.co.uk

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de Poel is the UK's number one purchaser of temporary agency labour, specialising in the procurement and management of temporary agency labour. We help companies to optimise their relationships with recruitment agencies, adding value, saving money, and improving standards. Our web-based system e-tips® reduces administration and produces a wealth of real-time management information.

The principle of our fee structure is that there is no charge unless we find direct cost savings on your contingent workforce costs. Our fees are taken as a per­centage of the direct savings achieved through agency transactions and are taken on a per hour basis.

de Poel is an independent consultancy holding prime vendor neutral position in the UK. We have a compelling track record of delivering savings between 6-12%