This sector is a regulatory minefield that is constantly changing and yet it is vital for the thriving recruitment business to ensure that margins are not eroded entirely through legislation and red tape.
Your business must ensure that temporary workers, after an initial 12-week period are afforded the same basic rights as permanent workers. After a 12-week period in the role, the worker will qualify for the same rights as someone employed directly, this will include a right to equal pay, (the same as a permanent worker), automatic pension enrolment and paid annual leave.
Further, if you engage “consultants” or “associates” or “sub-contractors”, is your contract with them drafted correctly? Do you believe that they are not employees and therefore have no rights? Are you sure they could not be categorised as workers?
Are you staying up to date with the rules affecting:
• Agency Worker Regulations 2010
• Employment rights, self-employed status
• Onshore False Self-employment
• Personal service companies and IR35
• Construction Industry Scheme
• Intermediaries Reporting and the Expense Statutory Exemption
• Conduct Regulations 2003
• Gangmasters and Labour Abuse Authority
• Supplier due diligence
• Off Payroll Working Rules
• IR35 legislation
We have specialists in this field who can guide your business though these complex areas of employment law to help you to manage those risks, implementing effective policies and procedures to achieve compliance while remaining commercially competitive.