Agency Workers Regulations (AWR)

    What does AWR mean?

    AWR stands for agency workers regulations, a set of regulations that provide temporary agency workers with equal treatment and rights for working conditions, similar to their colleagues that are permanent employees after a certain amount of time.

    What are the Agency Workers Regulations?

    The agency workers regulations are a piece of legislation put forth by the UK government in 2010 and are enforced by the Employment Agency Standards (EAS) Inspectorate. Their main aim is to ensure the fair treatment of temporary workers.

    Equal treatment & qualifying period

    Agency workers are entitled to equal treatment as permanent employees after a 12 week qualifying period. After this period, temporary agency workers qualify for employment conditions that match those of the permanent employee for the same job, such as equal pay rates, working hours, rest breaks, annual leave and other statutory benefits.

    Enforcement

    The EAS Inspectorate investigates breaches and complaints of AWR. Companies found to be breaching these regulations will face penalties, legal action, and requirements to correct the situation.

    Who do the Agency Workers Regulations apply to?

    The AWR apply to any temporary and agency workers that have been in the same role for a 12 week qualifying period. A business is required to comply with these regulations and after the qualifying period temporary workers are entitled to the same basic working and employment conditions as permanent employees. These regulations apply to all limited companies operating in the UK in order to promote fairness in the labor market and makes sure that temporary and agency work is a valid form of employment.

    AWR guidelines for recruiters and agencies

    Recruiters and agencies should bear in mind these regulations with the following guidelines to ensure fair working conditions for temporary workers.

    • Provide information to agency workers about the AWR

    • Equal treatment – recruiters and employment agencies should ensure that after the 12 week qualifying period, their workers are getting equal treatment

    • Qualifying period- track the qualifying period for agency workers

    • Contracts – ensure that temporary agency workers have contracts that comply with AWR

    • Monitor compliance with agency workers regulations

    • Handle complaints

    • Keep good records

    Ensuring AWR compliance

    To make sure that AWR is followed completely, software such as Eclipse Core Pro is a suitable option as it features comprehensive compliance tools that can automate tracking, ensure equal treatment and generate detailed reports.

    This specific version of the Eclipse Recruitment Software is designed to handle complex compliance requirements, making it an ideal choice for recruitment agencies, especially when considering AWR regulations.