Agency Workers Regulations- Providing Agency Workers with enhanced rights.

As of the 1st October 2011, the new AWR (Agency Workers Regulations) will come into effect, providing agency workers with equal rights to those permanently employed. Recruitment companies need to be aware of the changes to these regulations to help prevent risks of non-compliance, resulting in fines. The main changes for agencies and employers are agency workers have exactly the same access to collective facilities as those that are permanently employed by that company. After twelve weeks of working for that company they have the same basic working and employment conditions these could consist of the same pay and bonuses, duration or working time and annual leave. The changes are significant, as 'basic pay and terms' will include rates of pay, working time, night work, rest periods and breaks and contractual annual leave. Pay also includes fees and some bonuses for individual performance. Women who are pregnant will also be entitles to paid time off for care such as antenatal, and they are subject to certain conditions they have the right to paid time off. Any employers that employ agency staff should be accessing agency agreements and finding out the following: Where are the agency staff in the business? What roles are they working as? What are their duties and terms? How long is their contract currently for? Also employers should be liaising with their agencies, checking what they are proposing to do, and how it will impact on rates? The agency workers regulations are on their way so if you use agency staff within your company then you need to assess those current employees and set a plan of what you are going to do to prepare for them. Whether it be providing more car parking spaces or expanding the size of your canteen. AWR, Agency Workers Regulations, Advice on AWR, AWR advice, Agency Worker Regulations.