By Helen Broughton MBE
Following on from part one, what are your rights?
When you start work through an Umbrella company they should make sure that your contract rate of pay is comparable to (the same or better than) the rate that you could expect if you were a direct employee of the company you are providing your services to (your end client).
After 12 weeks on the same contract, all workers are entitled to equal treatment under the Agency Worker Regulations (AWR) introduced 1st October 2011.
The key point being that those on a temporary or fixed term contract receive the same basic employment and working conditions as if they had been recruited directly.
These rules were introduced by Government to stop discrimination and unfairness in the workplace that was experienced by some workers engaged by or working through recruitment agencies instead of directly by the end client.
These rights include:
- Paid time off for antenatal appointments
- Comparative pay
- Key elements of pay – i.e. the same pay scales or pay structure
- Collective agreements
- A Company Handbook or similar
- If applicable – overtime, shift/unusual hours allowances, bonus or commission payments
- Rest breaks and paid annual leave
If you believe you do not receive all that you should, please contact your Umbrella company, who should support you and help resolve the issues.
At Danbro, we take pride in extending our family ethos and culture to all our employees, including those who work on temporary contracts. We will always act in your best interests by protecting the quality of our service.
You can rest assured that we will work hard to ensure your rights are protected and your pay is fair. This even extends to refusing to work with companies and agencies who don’t adhere to these principles.