We will of course adopt the most compliant model appropriate for that contractor.
The AWR came into force on the 1st October 2011 in the UK.
The aim of the Regulations is to ensure that temporary workers have the same basic employment and working conditions as comparable employees who are directly employed by the Hirer.
The AWR will create a shift in the way temporary workers are managed; whether via a recruitment agency, an umbrella company or directly with the end client, which is why Cascade; one of the UK's leading specialist employment services operators for contract, freelance and temporary workers are communicating this important information via our website.
The Government has published guidance to assist companies/agency workers in the interpretation and implementation of the regulations. This guidance can be found at www.bis.go.uk.
"We have been reviewing the regulations, and we see this as an opportunity to develop stronger relationships within the contracting employment supply chain. Collaboration has become an important factor in complying with AWR and we anticipate working even more closely with staffing companies in the future."
(David Mainsbridge, Manager, Cascade Management Solutions)
Cascade Management Solutions have been considering the most appropriate way to manage the impact of this legislation on its contractors, as well as the agencies it serves. Given our diverse contractor base we will of course adopt the most compliant model appropriate for that contractor.
How can Cascade minimise the impact of AWR?
We are providing two predominant solutions in response to AWR. These are:
The Pay Comparator Model
- Essentially the Regulations provide for certain minimum standards and rights to be afforded to agency workers.
- The rights in the Regulations are split between those rights that start from the contractor's first day on assignment and those that start once the contractor has completed 12 continuous weeks on assignment
Regulation 3 "Professional" exemption
- Pursuant to R.3(2) AWR - whereby the umbrella worker will not be an Agency Worker if they are carrying on a profession and the hirer is the client of that individual's profession