Right to Work and ID requirements
We will check that every applicant has the right to work in the UK following the three step process as outlined on the Home Office website:
Step 1. You will need to provide upon request original versions of one or more of the acceptable documents set out in List A or List B*. For more information click here Download Preventing Illegal Working Document :
Step 2. We will check that the documents you provide are genuine and allow you to do the type of work we are offering.
Step 3. We will take a copy of the original documentation and record the date on which the check was made.
* Please note that we will undertake repeat document checks at least once a year if you have a temporary right to work in the UK.
In addition to the Right to Work Documents above you may be required to provide any or all of the following dependent on the individual needs of our customers:
- References (professional and/or personal)
- Driving Licence / DVLA check
- Proof of address (a recent bank statement or utilities bill addressed to you)
- DBS checks
AWR- Agency Worker Regulations – A Basic guide.
The purpose of the Agency Workers Regulations (AWR) is to ensure that people who work through staffing agencies have the same rights as those who are directly employed by a company. The regulations are based on the EU Agency Workers Directive and came into effect in October 2011.
With AWR, an agency worker has some rights from the first day at work:
- Access to shared facilities (canteen; child care; transport etc.)
- Access to internal/external vacancies
- Paid time off for antenatal care
- Rights when pregnant to either suitable work or paid time off
There is a qualification period of 12 weeks after which agency workers will gain more rights:
- Comparable basic working and employment conditions as an equivalent permanent employee
- Pay – wages; individual bonus; commission; holiday pay
- Working hours / Night work
- Rest periods / Break periods
The comparison to directly-employed workers can be based on pay scales and other agreements. It does not include:
- Occupational benefits (contractual maternity/sick pay above SSP etc.)
- Pensions / financial participation schemes
AWR claims will usually be brought by an individual through an employment tribunal against any or all of the following:
- The ultimate employer
- Recruitment consultancies
- Umbrella companies
The implementation of AWR, the UK staffing industry will see unprecedented innovation and transformation. Temp agencies and recruitment consultancies will have to make sure they work closely with employers. Umbrella companies will take on a more strategic role by partnering with both agencies and employers to bridge any gaps and ensure full compliance while offering protection to temporary workers.