Agency Worker Regulations (AWR) 2010 Policy
- Purpose
This policy outlines HIREL’s commitment to compliance with the Agency Worker Regulations (AWR) 2010, which grants agency workers the right to fair and equal treatment in the workplace. It establishes the standards and procedures to ensure all agency workers receive equitable treatment in terms of pay, working conditions, and access to benefits in accordance with the law.
- Scope
This policy applies to all agency workers placed by Hirel in temporary assignments within client organisations. It applies from day one of an assignment for some entitlements and after 12 weeks of continuous service for others.
- Key Rights Under AWR 2010
3.1 Day One Rights
From the first day of an assignment, agency workers are entitled to:
- Equal access to facilities provided to directly employed workers (e.g., canteens, childcare facilities, transport services).
- Information about relevant job vacancies within the client organisation to allow agency workers the opportunity to apply for permanent roles if desired.
3.2 12-Week Qualifying Period Rights
Once an agency worker completes 12 continuous weeks in the same role with a client, they become entitled to the same basic working and
employment conditions as if they had been directly recruited by the client, including:
- Pay: Equal pay compared to directly employed workers doing the same role. This includes basic pay, holiday pay, overtime, and bonuses directly attributable to the quality or quantity of work.
- Working Time: Equal treatment in terms of working hours, rest breaks, and night work.
- Annual Leave: Entitlement to the same level of paid annual leave as a comparable directly employed worker.
- Procedures for Compliance
4.1 Registration and Assignment Onboarding
- All agency workers will be informed of their rights under AWR 2010 during registration.
- Upon assignment, workers will receive details on their working conditions and pay, along with information about facilities and job vacancies.
4.2 Managing the 12-Week Qualifying Period
- Hirel will monitor assignment length for all agency workers to determine when the 12-week qualifying period is met.
- Once the 12-week period is reached, Hirel will liaise with the client to ensure compliance with the equal treatment requirements.
4.3 Pay Parity Assessments
- Before each assignment, Hirel will assess the pay and conditions of comparable employees within the client organisation to ensure agency workers receive the appropriate pay and benefits upon reaching the qualifying period.
4.4 Provision of Facilities and Job Vacancy Information
- Hirel will work with clients to ensure agency workers have equal access to facilities and information about job vacancies within the client organisation.
- Roles and Responsibilities
- Hirel Management: Ensure policies are implemented, reviewed, and kept up-to-date to reflect any changes in AWR legislation.
- Account Managers: Communicate with clients to establish and maintain compliance with AWR requirements, particularly regarding pay parity, working conditions, and access to benefits.
- Agency Workers: Responsible for understanding their rights under AWR and communicating any concerns to Hirel if they believe their rights are not being met.
- Monitoring and Review
Hirel will regularly review its AWR compliance procedures and conduct audits to ensure all placements meet regulatory requirements. Feedback from agency workers and clients will also be considered in the periodic reviews of this policy.
- Resolving Concerns
Agency workers who have concerns or questions about their rights under the AWR can contact their Hirel account manager. If issues cannot be resolved internally, workers have the right to escalate complaints to the relevant regulatory bodies.