Temporary Agency Staff and Employer Legal Support

Protect your rights as agency staff or ensure compliance as an employer. Expert legal advice & support for temporary & agency work.

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Legal Support for Temporary Agency Staff & Employers

Navigating the world of temporary and agency work can be complex, both for agency staff and for the companies that hire them. At Wildings Solicitors, our dedicated employment law team understands the unique challenges on both sides and is here to provide expert legal guidance and support.

Agency Staff: Know Your Rights, Protect Your Interests

The Agency Workers Regulations 2010 (AWR 2010) grant agency staff certain fundamental rights, even from day one:

Equal treatment: You deserve access to the same facilities and amenities as comparable permanent employees.
Vacancy awareness: Your agency must inform you of relevant job openings at the hirer’s company, giving you a fair chance at permanent employment.
Equal pay & conditions: After 12 weeks of continuous service, you are entitled to the same basic pay, working hours, rest breaks, and annual leave as directly hired staff.

Unfortunately, statistics show that awareness of these rights is often low, and unfair treatment of agency staff persists. Wildings Solicitors can empower you to:

Understand your full rights and entitlements under the AWR 2010.
Seek redress if you encounter discrimination, unequal pay, or unfair working conditions.
Negotiate favorable terms and conditions with your agency.
Resolve disputes with your agency or the hirer company effectively.

Employers: Navigating Compliance and Building a Fair Workplace

Managing a compliant and ethical agency workforce is crucial for avoiding legal risks and fostering a positive work environment. Wildings Solicitors can assist you with:

Understanding and adhering to the AWR 2010 regulations.
Developing fair and consistent policies for managing agency staff.
Avoiding potential legal pitfalls related to pay, contracts, and working conditions.
Addressing concerns raised by agency staff and resolving disputes effectively.

Why Choose Wildings Solicitors?

Extensive Experience: Our team boasts in-depth knowledge of the AWR 2010 and agency worker rights.
Client-Centric Approach: We tailor our advice and support to your specific needs and circumstances.
Proactive & Strategic: We help you anticipate and avoid potential legal issues.
Proven Track Record: We have a successful history of achieving positive outcomes for both agency staff and employers.
Cost-Effective & Transparent: We offer competitive fees and keep you informed of costs throughout the process.

Client Testimonials

Our clients speak highly of our services

What a great experience with Neelam @ Wildings I've just had. Awesom end to end service dealing with my HR agreements. I needed a quick turn-around and prompt response. All boxes ticked and a very personal service from Neelam.

I have used Wildings for many years for conveyancing, lease documentation, and employment advice. I have always received excellent service. So, when they introduced the Retain and Assure scheme, I had no hesitation in signing up immediately. I now have the right documentation in place and have somebody to explain the legal jargon, giving me the peace of mind to continue running my business.

Neelam as an absolute pleasure to deal with from start to finish and left no stone unturned in helping me get the result I wanted. Will definitely recommend and use again. Thanks guys!

Excellent service and prompt communication even to the point of my solicitor (Neelam) ringing me from abroad whilst she was on holiday - she went over and above. I was treated with the upmost respect and when I had layman's questions about the legal jargon Neelam explained these to me clearly and concisely. I would definitely recommend Wildings Solicitors

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Frequently Asked Questions (FAQs)

For employers

What are my obligations towards agency workers under the AWR 2010?

You must ensure agency workers receive the same basic working and employment conditions as your directly hired staff after 12 weeks of continuous service. This includes pay, working hours, rest breaks, annual leave, and access to collective facilities. Additionally, you must inform them of relevant job openings and treat them no less favourably than permanent employees in terms of access to facilities and amenities.

How can I avoid legal risks related to agency workers?

Develop clear and consistent policies for managing agency staff, ensuring compliance with the AWR 2010. Document pay rates, contracts, and working conditions transparently. Regularly review your practices and seek legal advice if unsure about any aspect of the regulations.

What happens if I accidentally breach the AWR 2010?

Breaches can lead to financial penalties and potential claims from agency workers. Addressing any concerns promptly and proactively seeking legal guidance can help mitigate risks and resolve issues effectively.

How can Wildings Solicitors help me ensure compliance and manage agency workers effectively?

We offer tailored legal advice and training programs to help you understand and implement the AWR 2010. We can review your policies, contracts, and procedures, and provide ongoing support to navigate any challenges related to agency work.

For employees

What are my rights as an agency worker under the AWR 2010?

You have the right to equal treatment in terms of access to facilities and amenities, and you must be informed of relevant job openings within the hiring company. After 12 weeks of continuous service, you are entitled to the same basic pay, working hours, rest breaks, and annual leave as permanent employees.

What should I do if I'm being treated unfairly or my rights are not being respected?

Keep a record of any instances of unfair treatment, such as unequal pay or denied benefits. Contact your agency and express your concerns. If the issue persists, seek legal advice from Wildings Solicitors. We can guide you through your options, including negotiating with your agency or pursuing legal action if necessary.

How can I ensure I receive the same benefits and opportunities as permanent employees?

Familiarize yourself with your rights under the AWR 2010 and keep track of your service duration. If you reach the 12-week qualifying period, actively inquire about your entitlements and raise any concerns with your agency and the hirer company.

How can Wildings Solicitors help me protect my rights as an agency worker?

We offer free consultations to assess your situation and advise you on your legal options. We can represent you in negotiations with your agency or the hirer company, and fight for your rightful benefits and fair treatment.

Don't Navigate the Executive Landscape Alone

Contact Wildings Solicitors today for a free initial consultation and discover how our expert legal guidance can empower you to achieve your goals and navigate the agency work landscape with confidence.