These Terms of Engagement set out the conditions under which Apollo Recruitment Solutions Ltd ('the Employment Business') engages workers on a temporary basis to perform Assignments for its Clients. The document is designed to comply with the Employment Agencies Act 1973, the Conduct of Employment Agencies and Employment Businesses Regulations 2003, the Agency Workers Regulations 2010, the Equality Act 2010, the Pensions Act 2008, and the Licensing Standards of the Gangmasters and Labour Abuse Authority (GLAA).
1. Definitions
‘Assignment’ means the period during which the Temporary Worker is supplied to render services to the Client. ‘Client’ means the person, firm, or corporate body requiring the services of the Temporary Worker. ‘Temporary Worker’ means the worker engaged under these Terms. ‘Employment Business’ means Apollo Recruitment Solutions Ltd.
2. Assignments
The Employment Business will endeavor to obtain suitable Assignments for the Temporary Worker. The Temporary Worker is not obliged to accept an Assignment offered, nor is the Employment Business obliged to offer further Assignments. No contract of employment exists between the Temporary Worker and the Employment Business between Assignment
3. Pay and Timesheets
The Employment Business shall pay the Temporary Worker at least the prevailing National Minimum Wage or National Living Wage, depending on age and status. Pay will be subject to PAYE deductions including tax and National Insurance. Payments will only be made for hours worked and properly authorised by the Client. The Temporary Worker must submit accurate timesheets signed by the Client’s authorised representative. Falsification of timesheets may be treated as fraud and reported to the authorities
4. Holiday Pay
The Temporary Worker is entitled to 5.6 weeks’ paid annual leave per year (pro rata) in accordance with the Working Time Regulations 1998. Holiday entitlement accrues from the first day of each Assignment. Holiday must be taken during the leave year in which it accrues and cannot normally be carried forward. Payment in lieu of accrued but untaken holiday will only be made on termination of engagement. Requests for leave must be submitted in writing in advance in line with the Company’s holiday procedure.
5. Agency Workers Regulations 2010 (Equal Treatment)
After completing a qualifying period of 12 continuous calendar weeks in the same role with the same Client, the Temporary Worker will be entitled to the same basic working and employment conditions as if they had been recruited directly by the Client. This includes (but is not limited to) pay, annual leave, rest breaks, and the duration of working time. The Employment Business will ensure compliance with the Agency Workers Regulations 2010.
6. No Fees Charged to Workers
In line with the Employment Agencies Act 1973, the Conduct of Employment Agencies and Employment Businesses Regulations 2003, and GLAA Licensing Standards, the Temporary Worker will not be charged any fee for finding or securing work, for producing work-finding services, or for providing additional services such as CV writing or interview preparation. Any charges for optional services will be clearly explained and are entirely voluntary.
7. Health and Safety
The Temporary Worker must comply with all relevant health and safety requirements of both the Employment Business and the Client. The Employment Business and the Client will take all reasonably practicable steps to ensure working conditions are safe and without risk to health. The Temporary Worker must report any accidents, injuries, or dangerous occurrences immediately.
8. Complaints Procedure
The Temporary Worker may raise any complaint or grievance relating to their engagement without fear of detriment. Complaints should be submitted in writing to complaints@apollorecruit.co.uk. All complaints will be acknowledged within 5 working days and investigated promptly. The outcome will be confirmed to the Temporary Worker in writing. If the Temporary Worker is dissatisfied with the outcome, they may escalate the complaint to the GLAA or the Employment Agency Standards Inspectorate.
9. Pensions (Auto-Enrolment)
The Employment Business will comply with its duties under the Pensions Act 2008. Eligible Temporary Workers will be automatically enrolled into a qualifying workplace pension scheme after the statutory postponement period (if applied), with contributions made by both the worker and the Employment Business in line with prevailing legislation. Temporary Workers have the right to opt out if they choose.
10. Data Protection
The Employment Business will process personal data in accordance with the Data Protection Act 2018 and GDPR. By signing these Terms, the Temporary Worker consents to the processing of their personal data for the purposes of work-finding services, payroll, pensions, and compliance with statutory duties.
11. Termination
Either party may terminate an Assignment at any time without liability by giving reasonable notice. The Employment Business may terminate the Temporary Worker’s engagement without notice if the worker is found to be in serious breach of these Terms, engages in misconduct, or fails to perform duties to an acceptable standard.
12. Worker Conduct
Temporary Workers are expected to maintain a high standard of conduct while on Assignment. This includes: - Attending work punctually and reliably. - Following all reasonable instructions given by supervisors or managers at the Client site. - Complying with all health and safety rules, site policies, and legal requirements. - Treating colleagues, supervisors, and clients with dignity and respect, and not engaging in harassment, discrimination, or abusive behavior. - Refraining from theft, violence, substance misuse, or any other form of misconduct. Failure to comply with these standards may result in termination of the Assignment and possible referral to relevant authorities
13. Sickness and Absence
If the Temporary Worker is unable to attend work due to sickness or other reason, they must notify both the Employment Business and the Client as soon as possible, and no later than the scheduled start time of the Assignment. Notification should normally be made by telephone, unless otherwise agreed. The Temporary Worker may be required to provide medical evidence (such as a fit note) depending on the length of absence. The Temporary Worker may be eligible for Statutory Sick Pay (SSP) if they meet the qualifying criteria and comply with reporting procedures. False or misleading absence reporting will be treated as misconduct.
14. Payroll Provider Payroll services for Temporary Workers are provided by Central Acquisition Management Ltd (‘Payroll Provider’). While Apollo Recruitment Solutions Ltd (‘the Employment Business’) remains responsible for ensuring correct pay, statutory deductions, and compliance with employment law, the Payroll Provider processes wage payments and issues payslips on behalf of the Employment Business. Workers should therefore expect to receive payslips and payments from the Payroll Provider.
15. Governing Law These Terms are governed by the law of England and Wales and are subject to the exclusive jurisdiction of the English courts.
Have you read and understood the above terms?
You agree to let Apollo Recruit know if you have any medical conditions that may prevent you from carrying out work safely.
You agree to notify Apollo Recruit of any changes to your health that may impact your ability to carry out work safely.
You agree to notify Apollo Recruit if you have any pending criminal convictions.
You confirm that you have the right to live and work in the UK.
You agree to notify Apollo Recruitment Solutions Ltd of health and safety hazards that you encounter while on site.
You agree to notify your line manager on site of any potential health and safety hazards.
GDPR Consent:
I accept that Apollo Recruitment Solutions Ltd holds personal data about me and I hereby consent to the processing by the company or any associated company of my personal data for any related purpose to the performance of my contract of employment or my continuing employment or its termination or the conduct of the company’s business. Including but not limited to, payroll, human resources and business continuity planning purposes.
I also Explicitly consent to the company or any associated company processing any sensitive personal data relating to me, for example sickness absence records, medical reports, particular health needs, details of criminal convictions and equal opportunities monitoring data, as necessary for the performance of my contract or my continuing employment or its termination, or the conduct of the company’s business.
Finally, I consent to the company providing my personal data to a third party where this is necessary for the performance of my contract of employment, such as a pension provider, third party payroll company, insurance companies or local business that may be looking for contractual workers. Full GDPR policy available on our company website www.apollorecruit.co.uk.
Health and Safety Policy:
Our Company has a general duty to ensure, so far as is reasonably practical, the health, safety and welfare at work of you, the Temporary Worker, engaged under a Contract for Services. As you will normally be working at the premises of a client of the Company, you should always comply with the Health and Safety Policy of the client in addition to the general information herewith attached. The Company, where practical, will supply you, prior to the assignment, with a copy of the Health and Safety Policy of the client. Where it is not supplied, you should ask to see a copy at the client’s premises. You should carry out your own risk assessment of your activities to identify any significant hazards under your control which are likely to affect yourself or others. You should report to the Company any accident to yourself, or others, connected with your activities. This is in addition to complying with the client’s own rules.
Working Practices:
You must not operate any item of equipment unless trained and authorised to do so.
You must not remove any guarding from equipment used or deviate from your authorised usage of the equipment.
You must immediately report any equipment defect, and never attempt repair.
You must undertake all duties as instructed and never deviate.
Working Conditions/Environment:
You must make proper use of all equipment and facilities provided to control working conditions/environment.
You must ensure you keep your work areas clean/tidy.
You must dispose of waste/scrap in the appropriate receptacles.
You must comply with all hazard/warning signs and notices displayed on the premises.
Protective Clothing & Equipment:
You must wear protective equipment where required.
You must never obstruct any fire escape route, fire equipment or doors.
Accidents:
You must see the first aider for any injury you may receive, irrespective of how minor, and ensure details are entered into the accident book.
You must report any incident in which damage is caused to property.
Health:
You must report any medical condition which could affect the safety of yourself or others.
You must not become involved with horseplay, or practical jokes.
You must follow all rules pertaining to no smoking areas.
Further information can be obtained from Apollo Recruitment Solutions Ltd.
The Employment Agency Standards (EAS) Inspectorate is the government authority responsible for the enforcement of certain agency worker rights. You can raise a concern with them directly on 020 7215 5000 or through the Acas helpline on 0300 123 1100, Monday to Friday, 8am to 6pm
Name of Employment Business: Apollo Recruitment Solutions Ltd
Who will be responsible for paying you: Central Acquisition Management Ltd
Type of contract you will be engaged under: Temporary/Temporary to permanent
Who will be responsible for paying you: Central Acquisition Management LTD
How often will you be paid: Weekly
Expected minimum rate of pay: Rate of pay to be agreed dependent on assignment, made clear by employees of Apollo Recruitment Solutions Ltd and confirmed on weekly assignment details document, Amount will equal at least national minimum wage.
Deductions from your pay required by law: Tax and National Insurance and any other statutory deductions as required
Any other deductions or costs from your pay (to include amounts or how they are calculated): None
Any fees for goods or service: None
Example Pay
Example rate of pay: £503.20 Per week
Deductions from your wage required by law:
Income Tax: £32.20
National Insurance: £37.83
Pension Contribution: £12.58
Any other deductions or costs from you wage: £0
Example net take home pay: £320.59 Per week
When can you join and start saving into your pension pot?
We’re postponing our auto enrolment start date to 13 weeks after your first assignment date. That means we’ll start automatically enrolling everyone who’s eligible within that time frame.
Who’s eligible for auto enrolment?
We’ll automatically enrol you 13 weeks after the date of your first assignment if you’re:
• working, or if you ordinarily work, in the UK
• Aged at least 22 but under State Pension age
• Not already a member of one of our qualifying workplace pension schemes
• Earning more than: £10,000 per year
If you opt in, we’ll contribute money towards your pension pot. If you’re eligible and contributing money yourself, you’ll also get extra money from the government through tax relief. If you want to be enrolled into Nest before the end of the postponement period you’ll need to let us know by emailing admin@apollorecruit.co.uk and the email will need to include a statement that you, the worker, has personally submitted it.
You can also ask to join Nest if you’re:
• Working, or if you ordinarily work, in the UK
• Not already a member of one of our qualifying workplace pension schemes
• Aged at least 16 but under 75
• Earning less than: £6,240 per year
Once you’re enrolled you can put money into your pension pot whenever you like. There’s no duty on us to make employer contributions.
You can sign up at any time by by emailing admin@apollorecruit.co.uk and the email will need to include a statement that you, the worker, has personally submitted it.
Once you’re a member of Nest, you’ll receive some useful joiner information from them. This will include details on how your pension works and how to manage it online.
If you have any questions about pension contributions or the enrolment process, please contact Apollo Recruit on 01626798010.
The Working Time Regulations Act 1998 is designed with your health and safety in mind. The following is a brief summary of the regulations: Working Hours Under the terms of your contract for services you are not required to work any set hours. However, where you are working on assignments for Apollo, under the Working Time Regulations Act 1998, you should not be required to work more than an average of 48 hours per week over a 17 week period, unless you agree to do so by opting out of the 48 hour working week. This option will be given to you at the point of registration with Select. Although temporary or contract work is all about flexibility and from time to time companies may want you to work for longer hours, you are under no obligation to do so.
If you’re under 18, you can’t work more than 8 hours a day or 40 hours a week.
Rest breaks
Workers over 18 are usually entitled to 3 types of break - rest breaks at work, daily rest and weekly rest.
Rest breaks at work
Workers have the right to one uninterrupted 20 minute rest break during their working day, if they work more than 6 hours a day. This could be a tea or lunch break.
The break doesn’t have to be paid - it depends on their employment contract.
Daily rest
Workers have the right to 11 hours rest between working days, eg if they finish work at 8pm, they shouldn’t start work again until 7am the next day.
Weekly rest
Workers have the right to either:
• an uninterrupted 24 hours without any work each week
• an uninterrupted 48 hours without any work each fortnight
For more information on WTR – contact your local Apollo consultant or visit https://www.gov.uk/maximum-weekly-working-hours
Sign below to opt out of the 48-hour limit.