1. GDPR Disclaimer

I hereby give my consent to process the following information:

Personal data

• Name
• Date of Birth
• Contact details, including telephone number, email address and postal address
• Experience, training and qualifications CV National insurance number

Sensitive personal data

• Disability/health condition relevant to the role
• Criminal conviction

I consent to process the above personal data for the following purposes:

• To provide me with work-finding services,
• to process or transfer my personal data to their client(s) in order to provide me with work-finding services,
• to process my data on a computerised database in order to provide me with work-finding services,
• to process my data using automated decision making processes,
• include any other relevant purposes for processing personal data.

I also consent to processing my personal data with third parties for the purposes of internal audits and investigations carried out on the Company to ensure that the Company is complying with all relevant laws and obligations.

I understand that if I work for the Company, some details to be kept for 7 years for payroll purposes.

I am aware that I have the right to withdraw my consent at any time by informing the Company that I wish to do so.

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2. Holiday Disclaimer

The holiday year runs from 1st of April to the 31st March.

You are entitled to 28 days (including Bank Holidays) based on accrued hours for each holiday year. All holidays must be taken during the current holiday year or they will be lost, under no circumstances will holidays be carried over or money paid in lieu.

Holidays are accrued on an hourly basis (0.5 days per week based on working 39 hours per week) and paid by a mean average of total hours worked over the last 52 weeks. Any sickness, lateness or non attendance will lower your accrual.

At least 1 weeks’ notice has to be given for any holiday requests and requested in writing by email to your local branch. All up-to-date contact details can be found on our website.

Following termination of your assignment, requests for outstanding holidays must be made in writing within 4 weeks via email. The above statement is in accordance with Section 224 of the Employment Act 1996.

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3. 48 Hour Opt-Out Agreement

1. DEFINITIONS

1.1 In this Agreement the following definitions apply:

“Agency Worker” means the Agency Worker supplied by the Employment Business to provide services to the Hirer;

“Assignment” means the period during which the Agency Worker is supplied to provide services to the Client;

“Client” means the person, firm or corporate body using the services of the Agency Worker;

“Hirer” means the person, firm or corporate body together with any subsidiary or associated person, firm or corporate body (as the case may be) to whom the Agency Worker is supplied or introduced; and

“Working Week” means an average of 48 hours each week calculated over a 17-week reference period.

1.2. References to the singular include the plural and references to the masculine include the feminine and vice versa.

1.3. The headings contained in this Agreement are for convenience only and do not affect their interpretation.

2. RESTRICTION

The Working Time Regulations 1998 (as amended) provide that the Agency Worker shall not work on an Assignment with the Client in excess of the Working Week unless s/he agrees in writing that this limit should not apply.

3. CONSENT

The Agency Worker hereby agrees that the Working Week limit shall not apply to the Assignment.

4. WITHDRAWAL OF CONSENT

4.1 The Agency Worker may end this Agreement by giving the Employment Business 1 weeks notice in writing.

4.2 For the avoidance of doubt, any notice bringing this Agreement to an end shall not be construed as termination by the Agency Worker of an Assignment with a Client.

4.3 Upon the expiry of the notice period set out in clause 4.1 the Working Week limit shall apply with immediate effect.

5. THE LAW

This Agreement is governed by the law of England & Wales and is subject to the exclusive jurisdiction of the Courts of England & Wales.  

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Health & Disability Declaration

The following questions on health and disability are asked in order to find out your needs in terms of reasonable adjustments to access our recruitment service and to find out your needs in order to perform the job or position sought.

4. Do you have any health issues or a disability relevant which may make it difficult for you to carry out functions which are essential for the role you seek?

5. If yes, what are your needs in terms of reasonable adjustments in order to access this recruitment service and to attend interview or take aptitude tests etc?

6. Criminal Convictions Disclaimer

Do you have any unspent* criminal convictions?

*Certain types of employment and professions are exempt from the Rehabilitation of Offenders Act 1974 and in those cases particularly where the employment is sought in relation to positions involving working with children or vulnerable adults, details for all criminal convictions must be given. The information given will be treated in the strictest of confidence and only taken into account where, in the reasonable opinion of the Company, the offence is relevant to the post to which you are applying. Failure to declare a conviction may require us to exclude you from our register or terminate an assignment if the offence is not declared but later comes to light.

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7. If yes, please state all convictions and dates

1. Please read carefully and sign. The main terms and conditions are set out in your individual contract of employment. This is a guide to help and assist you whilst working for us.

Time Records and Pay

A working week is from Monday to Sunday and you are paid for that week the following Friday. You must ensure you are aware of any procedures for recording hours and take responsibility for making your employer aware of any hours worked. Any deductions from your wage will be due to subs, uniform not returned, tax or National Insurance deductions. We do not control the amount of tax you are deducted.

Holidays

Our holiday year runs from 1st April to 31st March. You are entitled to a minimum of 28 days (including Bank Holidays) based on accrued hours for each holiday year. The hourly rate will be used to calculate over a reference period of 52 weeks. Holiday process may vary depending on your contract holder so please check with your assigned consultant for details. You should give at least one week notice for any holiday dates and ensure you submit your request in writing to your local branch. All holidays must be taken in the holiday year in which they are accrued and cannot be carried over or money paid in lieu for hours untaken (due to Working Time Regulations). When you cease working with us you should request your P45 from your relevant contract holder. Following termination of your assignment you must request any outstanding holiday within 4 weeks of your leaving date, if applicable. Payments for annual leave will be calculated on the basis of rates paid for hours worked during the relevant calculation period as defined by Section 224 of the Employment Right Act 1996. From time to time we may require you to reserve holiday pay for periods of shut down, such as Christmas and New Year. Details of this will vary from client to client and your Consultant will inform you.

Conduct and Attendance

Please only accept a job that you believe is suitable for you. If you accept a role we expect you to attend work for every shift and arrive on time. If you cannot attend work for any reason it is essential that you notify us a minimum of two hours before your shift start time. Due to our Attendance Policy repeated instances of lateness or absence will not be tolerated and may lead to disciplinary action or termination of your contract. We expect you to conduct yourself in a professional manner whilst on site, taking due care and attention to relevant health and safety regulations and to treat all employees in a courteous manner. Should you not adhere to these requirements we reserve the right to remove you from our database and we will not be able to offer you any further work.

Grievances

If you have a grievance regarding any issues relating to your role payment, service, or place of work this should be submitted in writing to your local Branch Manager. We will investigate the query and respond in due course. If you are unsatisfied with the outcome you should then contact Head Office.

Clothing and Equipment

Wherever protective clothing is essential for a role, it will be provided by us. While this equipment remains property of The Company, it is your responsibility to maintain it, keep it clean and retain conditions whilst in your possession. Failure to return any clothing / boots / equipment etc immediately on completion of your contract will result in a charge payable by you.

Notice of Termination

If notice is given two weeks notice must be supplied by the temporary worker in writing to your local branch. Our clients reserve the right to end any assignment with immediate effect. In the event of misconduct, we may invoke its disciplinary procedure and this could, in certain circumstances, result in termination of the employee's contract with immediate effect.

Stronger Together

We are committed to the protection of its workers You should never be forced to work when you don't want to, have to pay someone to find you work or be forced to live in accommodation If you are at risk you can report it to Gangmasters Licensing Authority on 0800 432 0804 or Modern Slavery Helpline on 0800 0121 700

Confidentiality

By working for us you will be issued with company documentation. We expect you to treat all documents we supply as confidential. It is considered a disciplinary matter should any temporary worker disclose payment details or discuss any confidential matters they have been involved in. The company asks all temporary workers to abide by the confidentiality clause contained in their contract of employment. Temporary workers must also understand their role in the Data Protection Act.

Agency Workers Regulations

The Agency Workers Regulations (AWR) were published came into force on the 1st October 2011. The aim of the legislation is for agency workers to be provided with equal treatment in the work place with regards to basic working conditions. Upon completion of a 12 week qualifying period in the same job with the same hirer, agency workers will be entitled the same basic working and employment conditions, had they been recruited directly by the hirer Under the regulations there are also Day 1 Rights will apply from the first day of the assignment, no earlier than October 2011. These rights include access to collective facilities and information about relevant permanent job vacancies. It is possible the hirer may decline to offer certain facilities provided they can show justification for doing so. The qualification period is 12 consecutive weeks, any gap of 6 weeks or longer will mean your qualifying period will start again. We will ask for details of your recent work history, to establish whether, or if you already do, qualify for equal treatment. You will need to disclose any period of time you have worked for the hirer. Failure to do so may mean you delay the opportunity to receive equal treatment.

Drug and Alcohol Policy

The Company has a responsibility to provide a safe and healthy working environment for all its clients. The Company recognises that this can be put at risk by those who misuse alcohol or drugs to such an extent that it affects their Health and Safety, the Health and Safety of others, their performance, their conduct or relationships at work. We adopt a zero tolerance approach towards the misuse of alcohol and substances. Anyone suspected or proven to be in breach of this policy will have their contract ended with immediate effect.

Testing Consent

The Company operates drug and alcohol testing procedures. This is done at random and can also be instigated upon suspicion based on specific personal observations that the employee concerned may be under the influence of drugs or alcohol. Failure to give consent or refuse a test will be considered a breach of this policy and may lead to disciplinary action. Any person testing positive shall have the right to challenge the results and obtain an independent analysis of the sample. Any person testing positive, who accepts the results, may be referred for treatment and advice in accordance with the rest of this policy alternatively the company may instigate disciplinary procedures. Each case will be assessed on an individual basis according to the circumstances.

Health And Safety - Manual Handling Information

The purpose of this section is to give you an understanding of safe lifting techniques within a working environment.

Facts

• The majority of back injuries are strains to muscles and soft tissue damage, heavy lifting and a poor lifting technique can result in damage to the spine over a period of time.
• Manual handling activities cause over 35% of all three day injuries in the workplace.

Before lifting, Plan your lift using the guidelines below:

• Find out as much information about the load as possible, e.g. weight, movement in load
• The location the load is to be placed
• Appropriate handling aids available, e.g. trolleys, lifting equipment
• Do you need assistance in order to lift the load safely
• Are there any obstructions on your route
• Once the load has been lifted, can you see clearly

Lifting Technique

Try and use the following approved lifting technique:

• Position of the Feet - ensure your feet are apart in order to give a stable base
• Consider clothing; try to avoid any tight clothing which may restrict your movements
• Consider your footwear; flat shoes are advised. Heels are not ideal

Posture

• If you are lifting from a low level, ALWAYS bend your knees
• Be sure to keep the back and spine as straight as possible
• Keep arms straight and tucked into the side
• Keep your shoulders level and facing the same direction as the hips

Grip

• Use your palms of your hands to grip underneath the object rather than using the fingers
• If there is a risk of cutting yourself, you must wear any protective equipment provided e.g. protective gloves
• Make sure your grip is secure before lifting the object

Keep close to the load

• Try to keep the load as close to your body as possible
• Lift smoothly keeping control at all times
• Move feet, avoid twisting the trunk of the body when turning side to side
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1. This document sets out key information about your relationship with us, including details about pay, holiday entitlement and other benefits.

Further information can be found by asking your local Active Personnel Recruitment representative, and within your temporary worker handbook.

The Employment Agency Standards (EAS) Inspectorate is the governing 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: Active Personnel Recruitment Limited

Your employer (if different from the employment business): None

Type of contract you will be engaged under: Contract for Services

Who will be responsible for paying you (if different from your employer): Major Recruitment Limited

How often you will be paid: Weekly, in arrears paid on Friday before 6pm

Expected or minimum rate of pay: No less than the current National Minimum/Living Wage

Deductions from your pay required by law: PAYE (Tax) National Insurance contribution Pension - if you have not opted out

Any other deductions or costs from your pay (to include amounts or how they are calculated): None

Any fees for goods or services: None expected

Holiday entitlement and pay: You are entitled to 5.6 weeks (Pro-rata) annual holiday accrued in proportion to the hours that you work. If you work at one company for more than 12 weeks,

you might be entitled to additional holiday entitlement to match their directly employed workers. Your Worker Assignment Schedules provide these details.

Holiday entitlement is accrued at a minimum of 12.07% of hours worked and paid at a rate equal to your average hourly rate of pay over the previous 12 months.

As you are not guaranteed a standard weekly salary, the rate at which your holidays will be paid at will be calculated by working out the average rate received over the previous 52 weeks.

No account will be taken of a week in which no remuneration was payable, instead earlier weeks will be included to achieve the average – up to a maximum reference period of 104 weeks.

For more information on how holidays are accrued, booked and paid, please see your temporary worker handbook, or contact your local Active Personnel Recruitment Branch

Additional benefits: E-wage Candidate Portal  

2. I Have Read and Understood the Key Information Document, provided by Active Personnel.  *

3. *

1. Contract for Services for the Engagement of an Agency Worker 

BETWEEN 

(1)Active Personnel Recruitment Limited (registered company 14233250) of 16a Market Avenue, HD1 2BB. And;

(2) The undersigned temporary worker ("The Agency Worker").

IT IS AGREED as follows

1.Interpretation and Definitions  

1.1 Unless the context otherwise requires, references to the singular include the plural, and vice versa. 

1.2 The headings contained in the Agreement are for convenience only and do not affect their interpretation. 

1.3 In these Terms of Engagement, the following definitions apply: 

1.3.1“Agreed Deductions” means any deductions the Agency Worker has agreed can be made from their pay; 

1.3.2 “Assignment” means the period during which the Agency Worker is supplied by the Company to provide services to the Hirer. Each Assignment period will end when the Agency Worker ceases to be supplied to a Hirer or be available for work except where this relates to normal shift breaks or approved absences. 

1.3.3 “Assignment Schedule” means the schedule or written details agreed between the Company and the Agency Worker for each Assignment containing all relevant particulars of the Assignment;  

1.3.4 “AWR” means the Agency Workers Regulations 2010 (as amended from time to time), 

1.3.5 “Hirer” means the person, firm or corporate body together with any subsidiary or associated company as defined by section 1159 of the Companies Act 2006 to whom the Agency Worker is supplied or introduced and includes any third party for whom the Agency Worker works pursuant to these Terms of Engagement on behalf of the Hirer. 

1.3.6 “Qualifying Period” means the period as defined in Regulation 7 of the AWR for the Agency Worker to become entitled to the same basic working conditions as defined in Regulation 5 of the AWR. 

1.3.7 “Relevant Period” means the later of (a) a period of 8 weeks after the last day on which the Agency Worker worked for the Hirer having been supplied by the Company; or (b) a period of 14 weeks from the first day on which the Agency Worker worked for the Hirer having been supplied by the Company or 14 weeks from the first day of the most recent Assignment where there has been a break of more than 6 weeks (42 days) since any previous assignment; 

1.3.8 “Terms” means the terms and conditions set out herein together with any Assignment Schedule to these terms; 

1.3.9 “Type of Work” means Industrial Sector and/or GLAA Industry Unless otherwise specified in the Assignment Schedule.   

1.3.10 “WTR” – means the Working Time Regulations 1998 (as amended from time to time), 

2. The Contract

2.1 These Terms are entered into on the date recorded at the end of this document and will apply until terminated in accordance with them. There is no previous service associated with these Terms.  

2.2 There is no probationary period associated with these Terms.

2.3 These Terms constitute the entire agreement between the Company and the Agency Worker and supersede all previous agreements between the parties in relation to the subject matter hereof and shall govern all Assignments undertaken by the Agency Worker. These Terms shall prevail over any other terms put forward by the Agency Worker.

2.4 It is the intention of the Agency Worker and the Company that no contract (or any other form of legal obligation save for those set out in clause 13 below) shall exist between the Company and the Agency Worker between Assignments.

2.5 There are no collective agreements which affect these Terms. Unless otherwise specified in an assignment schedule.

2.6 No variation or alteration to these Terms shall be valid unless the details of such variation are agreed between the Company and the Agency Worker and set out in writing and signed by both parties. A copy of the varied Terms shall be given to the Agency Worker stating the date on or after which such varied terms shall apply.

2.7 If there is a conflict between these Terms and an Assignment Schedule, save for where expressly stated otherwise, the Assignment Schedule shall take precedence.  

3. Agency Worker’s Status

3.1 During an Assignment, but not otherwise, the Agency Worker will be engaged by the Company under a contract for services.

3.2 The parties acknowledge that the Agency Worker is not an employee of the Company, and these Terms shall not give rise to a contract of employment between the Company or the Hirer and the Agency Worker.

3.3 The Agency Worker is supplied as a worker and is entitled to certain statutory rights. Nothing in these Terms shall be construed as giving the Agency Worker rights in addition to those provided by statute except where expressly stated.

4. Assignments

4.1 The Company will endeavour to obtain suitable Assignments for the Agency Worker to perform the agreed type of work shown in the Assignment Schedule.

4.2 The parties agree that the Agency Worker shall not be obliged to accept any Assignment offered by the Company, and the Company shall incur no liability to the Agency Worker should it fail to offer Assignments to the Agency Worker.

4.3 The Agency Worker acknowledges that, due to the nature of temporary work, there may be periods when no suitable work is available and the Agency Worker agrees that the suitability of work shall be determined solely by the Company.

4.4 Normal working hours and days are variable and are specified in the Assignment Schedule.

4.5 For the purpose of calculating the average number of weekly hours worked by the Agency Worker on an Assignment for the purposes of the WTR, the start date for the relevant averaging period shall be the date on which the Agency Worker commences the first Assignment.

4.6 The Agency Worker acknowledges that, should the Hirer or any third party introduced to the Agency Worker by the Hirer wish to engage the Agency Worker either directly or through another employment business or third party, before or during an Assignment or during the Relevant Period, the Company will be entitled to either charge the Hirer a transfer fee or to agree an extended hire period with the Hirer at the end of which the Agency Worker may be engaged directly by the Hirer or the third party or through another employment business. The Agency Worker undertakes to inform the Company immediately of any such offer of engagement.  

5. Company’s Obligations

5.1 When an Assignment is offered to the Agency Worker the Company shall provide the Agency Worker with a written Assignment Schedule.

5.2 If a variation to the Assignment Schedule is agreed between the Agency Worker and the Company, the Company shall provide a copy of the Assignment Schedule confirming the agreed variation to the Agency Worker by no later than 5 business days following the day on which the variation was agreed.

5.3 An Assignment Schedule may not be provided by the Company to the Agency Worker in the following circumstances:

5.3.1 where the Agency Worker is being offered an Assignment in the same position as they have undertaken within the previous five working days and the Assignment Schedule has already been provided to the Agency Worker; or

5.3.2 where the Assignment is intended to last for 5 consecutive working days or less and the Assignment Schedule has been previously provided to the Agency Worker before and the details remain unchanged. In such situations the Company may only provide written confirmation of the identity of the Hirer and the likely duration of the Assignment. Where the Assignment subsequently extends beyond 5 working days, the Company shall provide an Assignment Schedule to the Agency Worker within 8 days of the start date of the Assignment.

5.4 Training the Agency Worker is required to complete will be stated in the relevant Assignment Schedule.

5.4 The Company will comply with its automatic enrolment duties under the Pensions Act 2008.

6. Agency Worker’s Obligations 6.1The Agency Worker shall during every Assignment [and otherwise where appropriate:

6.1.1 co-operate with the Hirer’s reasonable instructions and accept the direction and supervision of any responsible person in the Hirer’s organisation;

6.1.2 make themselves available to the Hirer for not less than the minimum daily working hours (the Assignment Work Pattern), shown on the Assignment Schedule.

6.1.3 observe all relevant rules, policies and regulations of the Hirer site of which they are made aware, or which they might reasonably expected to ascertain;

6.1.4 take all reasonable steps to safeguard their own safety and that of any other person who may be affected by their actions during the Assignment;

6.1.5 not engage in any conduct detrimental to the reasonable interests of the Company or the Hirer including without limitation any conduct reasonably likely to bring the Company or the Hirer into disrepute, or which results in the loss of custom or business;

6.1.6 conduct themselves in a professional manner, to dress appropriately, to wear any form of identification required by the Hirer and to observe all applicable laws;

6.1.7 at the end of the Assignment or on demand, return to the Company or the Hirer as directed, all property of the Company or Hirer including but not limited to all equipment, materials, documents (including copies) and other such materials, security passes, keys, uniforms, personal protective equipment or clothing.

6.2 If the Agency Worker is unable for any reason to attend work during the course of an Assignment they should inform the Company, prior to the working day or hours (at least 2 hours before your start time on day shift, and 4 hours before your start time on night shift) . The Hirer should be contacted where contact with the Company is not possible, but the Agency Worker must also inform the Company at the first possible opportunity.

6.3 Where the Agency Worker becomes aware of any reason why they may not be suitable for an Assignment either before the commencement of or during the Assignment, they shall notify the Company immediately.

6.4 By commencing an Assignment, the Agency Worker acknowledges that they are not aware of anything, which will cause a detriment to their interests and/or the interests of the Company and/or the interests of the Hirer by being engaged in such an Assignment. The Agency Worker shall inform the Company immediately if they become aware of any circumstances which would render such engagement so detrimental. The Agency Worker will notify the Company immediately of any circumstances that might reasonably affect the willingness of a Hirer to accept their services.

6.5 The Agency Worker warrants that all information given to the Company as to their identity, permission to work in the UK, experience, training, qualifications and authorisations which the Hirer considers are necessary, or which are required by law or by any professional body to work in the position which the Hirer seeks to fill is true and complete.

6.6 Standards of behaviour required of the Agency Worker, Company procedures for managing contract termination related to the conduct and capability of the Agency Worker, and rights to appeal such decisions are detailed separately within the company handbook, a copy of which will be sent to you on commencement of your first assignment for the company. These do not form part of the Agency Worker’s terms and conditions and may be changed at the Company’s discretion.

6.7 Prior to commencement of any Assignment, the Agency Worker shall inform the Company if they are aware that they have worked for the Hirer (or for any company which is a parent company of, subsidiary company of, or shares an ultimate parent company with the Hirer) including via another employment business or third party at any time in the 18 calendar months up to commencement of the most recent Assignment and if so, details of when and in what role(s), including details of any breaks between periods of work, and the reasons for such breaks.

6.8 Where an Agency Worker believes that they are entitled to access to collective facilities and amenities or to be informed of any relevant vacant posts with the hirer or, having completed the Qualifying Period for an Assignment, they are entitled to but have not received the same basic working conditions (as defined in the AWR) as if they were directly recruited by the Hirer, the Agency Worker should discuss this with the Company or otherwise raise this in writing with the Company setting out the premise for the concern.

6.9 The Agency Worker acknowledges that any breach of their obligations under this clause may cause the Company to suffer loss and they agree that the Company reserves the right to make a claim for damages to recover such losses from the Agency Worker.  

7. Timesheets

7.1 At the end of each week of an Assignment, unless instructed otherwise, the Agency Worker shall deliver to the Company a fully and accurately completed timesheet indicating the number of hours worked during the preceding week (or such lesser period) and signed by an authorised representative of the Hirer.

7.2 Subject to clause 7.3 the Company shall pay the Agency Worker for all hours worked regardless of whether the Company has received payment from the Hirer for those hours.

7.3 Where the Agency Worker does not submit a properly authenticated timesheet the Company shall, in a timely fashion, conduct further investigations into the hours claimed by the Agency Worker and the reasons that the Hirer has refused to sign a timesheet in respect of those hours. This may delay any payment due to the Agency Worker. The Company will not pay the Agency Worker for hours not worked. For the purposes of the WTR, the Agency Worker’s working time shall only consist of those periods during which they undertake work for the Hirer as part of the Assignment. Subject to any amendments made to the Agency Worker’s basic working conditions during the term of this Agreement, and set out in the relevant Assignment Schedule in compliance with Regulation 5 of the AWR, time spent travelling to the Hirer’s premises, lunch breaks and other rest breaks shall not count as part of the Agency Worker’s working time for these purposes, unless otherwise detailed in the Assignment Schedule.

8. Payment

8.1 The Company shall pay to the Agency Worker the rate of pay set out in the relevant Assignment Schedule which will be paid for time worked during an Assignment weekly in arrears. The hourly rate may vary but will be at least equivalent to the appropriate statutory minimum wage in force at the time for the work undertaken.

8.2 The parties acknowledge that the Company is required to make certain deductions from the Agency Worker’s pay. Pay will be subject to deductions in respect of PAYE pursuant to Sections 44-47 of the Income Tax (Earnings and Pensions) Act 2003 and Class 1 National Insurance Contributions, any other deductions which the Company may be required by law to make and, any Agreed Deductions, and that the Company is entitled to make deductions from the Agency Worker’s pay for any overpayment of wages, holiday pay, non-returned Company or Hirer’s property and for any monies owed to the Company by the Agency Worker.

8.3 The Agency Worker may, by virtue of having completed the Qualifying Period for an Assignment, be entitled under the AWR to an increase in their pay and other emoluments and any such variation will be notified to the Agency Worker in the Assignment Schedule.

8.4 The Agency Worker agrees to comply with any requirements of the Company and/or the Hirer relating to the assessment of the Agency Worker's performance for the purpose of determining entitlement to any element of pay including bonuses. Subject to any statutory entitlement under the relevant legislation, the Agency Worker is not entitled to receive any payment from the Company or Hirer for time not spent on Assignment, whether in respect of holidays, illness or absence for any other reason unless otherwise agreed.

9. Statutory Paid Annual Leave

9.1 Subject to any increased entitlement pursuant to the AWR, the Agency Worker is entitled to paid annual leave for time worked during an Assignment according to the statutory minimum as amended from time to time.

9.2 Subject to any increased entitlement pursuant to the AWR, the current statutory entitlement to paid annual leave is 5.6 weeks or, where relevant, as per the appropriate statutory minimum which applies to the role that the Agency Worker is undertaking.

9.3 In the event that the Agency Worker is entitled to an increase in paid and/or unpaid annual leave, by virtue of having completed the Qualifying Period any such increase in entitlement will be notified to the Agency Worker in the Assignment Schedule.

9.4 Where the Agency Worker is a ‘part-year worker’ and/or an ‘irregular hours worker’ as those terms are defined in the Employment Rights (Amendment, Revocation and Transitional Provision) Regulations 2023, the Agency Worker’s entitlement to paid annual leave and pay for that leave will be calculated and paid in accordance with the relevant provisions of the Employment Rights (Amendment, Revocation and Transitional Provision) Regulations 2023 which are either:

9.4.1 A minimum of 12.07% of hours worked, paid when holiday is taken (the accrual method), or

9.4.2 An additional payment of a minimum of 12.07% of remuneration for work done, calculated and paid at the same time as the payment made pursuant to clause 8.1 above (rolled-up holiday pay). The relevant method will be stated on the Assignment Schedule for each Assignment.

9.5 Agency Workers who are ‘part-year workers’ and/or ‘irregular hours workers’ paid in accordance with the accrual method are entitled to take only the leave that they have accrued at any point in time.

9.6 The Leave Year is the period of 12 calendar months during which the Agency Worker accrues and may take paid annual leave commencing on 1st April and runs until the 31st March

9.7 Unless clause 9.4 applies and/or unless otherwise stated in the relevant Assignment Schedule, paid annual leave entitlement accrues as follows: where the Agency Worker has normal working hours, in proportion to the number of normal working hours the Agency Worker works on assignments during the leave year as specified in the relevant Assignment Schedule; where the Agency Worker has no normal working hours, on all hours worked; and in either case, as may otherwise be required by legislation.

9.8 Save where clause 9.4 applies and/or unless otherwise stated in the relevant Assignment Schedule, in the course of any Assignment during the first Leave Year, the Agency Worker is entitled to request leave at the rate of one-twelfth of the Agency Worker’s total holiday entitlement in each month of the Leave Year.

9.9 Unless otherwise stated in the relevant Assignment Schedule, where an Agency Worker wishes to take paid leave during the course of an Assignment they should notify the Company of the dates of their intended absence giving notice of at least twice the length of the period of leave that they wish to take. Where the Agency Worker has given notice of a request to take paid annual leave in accordance with this clause, the Company may give counter-notice to the Agency Worker to postpone or reduce the amount of leave that the Agency Worker wishes to take. In such circumstances, the Company will inform the Agency Worker in writing giving at least the same length of notice as the period of leave that it wishes to postpone or reduce it by.

9.10 The Company may require the Agency Worker to take paid annual leave at specific times or notify the Agency Worker of periods when paid annual leave cannot be taken.

9.11 Unless otherwise stated in the relevant Assignment Schedule, where a Bank or Public Holiday falls during an Assignment and the Agency Worker does not work on that day, then, subject to the worker having accrued entitlement to payment for leave, the Agency Worker may upon giving notice be paid for that day as part of his/her annual leave entitlement.

9.12 Payment for annual leave is calculated in accordance with statutory requirements by reference to the Agency Worker 's average remuneration for all hours worked on which holiday has been accrued in the preceding 52 weeks worked on assignment(s), except where 9.4.2 applies..

9.13 Unless clause 9.4 applies then subject to any increased entitlement pursuant to the AWR or as otherwise stated in the relevant Assignment Schedule, all entitlement to leave must be taken during the course of the Leave Year in which it accrues for WTD leave and within two weeks into the start of the next Leave Year for any additional contractual or AWR leave. The Agency Worker is responsible for ensuring that all paid annual leave is requested and taken within this period.

9.14 Where this contract is terminated by either party, the Agency Worker shall be entitled to a payment in lieu of any untaken leave where the amount of leave taken is less than the amount accrued at the date of termination.  

10. Statutory Sick Pay

10.1 The Agency Worker may be eligible for Statutory Sick Pay provided that they meet the relevant statutory criteria.

10.2 The Agency Worker is required to provide the Company with evidence of incapacity to work which may be by way of a self-certificate for the first 7 days of incapacity and a Statement of Fitness to Work (fit note), issued by an appropriately qualified healthcare professional, thereafter.

10.3 Statutory Sick Pay is not payable for the first three qualifying days in a period of incapacity for work. Qualifying days for entitlement to payment are the days on which the Agency Worker is due to work on an Assignment.

10.4 In the event that the Agency Worker submits a fit note, which indicates that the Agency Worker may, subject to certain conditions, be fit to work/return to work, the Company will, in its absolute discretion, determine whether the Agency Worker will be (a) placed in a new Assignment or (b) permitted to return to a previous Assignment. In making such determination the Company may consult with the Hirer and the Agency Worker as appropriate to assess whether the conditions identified in the Statement or similar documentation can be satisfied for the duration of the Assignment. In such a case the Agency Worker’s placement in a new Assignment or return to a previous Assignment may be subject to the Agency Worker agreeing to a variation of the Terms or the assignment details set out in the Assignment Schedule to accommodate any conditions identified.

10.5 If the Incapacity is or appears to be occasioned by actionable negligence, nuisance or breach of any statutory duty on the part of a third party in respect of which damages are or may be recoverable, you shall immediately notify the Company of that fact and of any claim, settlement or judgment made or awarded in connection with it and all relevant particulars that the Company may reasonably require. You shall if required by us, co-operate in any related legal proceedings and refund to us that part of any damages or compensation recovered by you relating to the loss of earnings for the period of the Incapacity as the Company may reasonably determine, less any costs borne by you in connection with the recovery of such damages or compensation, provided that the amount to be refunded shall not exceed the total amount paid to you by us in respect of the period of Incapacity.

11. Termination

11.1 Either party may terminate an Assignment at any time without prior notice or liability. For the avoidance of doubt, and in line with clause 2.4 above, the termination of an Assignment is also the termination of these Terms..

11.2 The Agency Worker acknowledges that the continuation of an Assignment is subject to and conditioned by the continuation of the contract between the Company and the Hirer. In the event that the contract between the Company and the Hirer is terminated for any reason the Assignment shall cease with immediate effect without liability of the Company (save for payment for hours worked by the Agency Worker up to the date of termination of the Assignment).

11.3 If the Agency Worker does not inform the Company or the Hirer that they are unable to attend work during the course of an Assignment pursuant to clause 6.2 this will be treated as termination of the Assignment by the Agency Worker in accordance with Clause 11.1, unless the Agency Worker can show that exceptional circumstances prevented them from complying with his/her obligations under Clause 6.2.

11.4 If the Agency Worker is absent during the course of an Assignment and the Assignment has not been otherwise terminated under Clauses 11.1 or 11.3, the Company will be entitled to terminate the Assignment in accordance with Clause 11.1 if the work to which the Agency Worker was assigned is no longer available.

11.5 If the Agency Worker does not report to the Company to notify their availability for work for a period of 6 weeks, the Company will terminate this Agreement and forward their P45 to the last known address.

12. Intellectual Property Rights

12.1 The Agency Worker acknowledges that all copyright, title and interest of whatever nature (including but not limited to copyright and patent application rights) and all other intellectual property rights deriving from work carried by them for the Hirer in connection with an Assignment shall vest in and remain the property of the Hirer throughout the world free from any interest of the Agency Worker, and the Agency Worker will do anything that the Hirer may reasonably require in order effectively to vest such rights in the Hirer or such third party as the Hirer specifies or to evidence the same (whether before or after the termination of these Terms).  

13. Confidentiality

13.1 The Agency Worker may, become privy to the confidential information of the Company or any Hirer at which the Agency Worker works on Assignment.

13.2 Confidential Information shall mean any confidential information belonging to or about the Hirer or the Company, which if used by the Agency Worker other than in the course of the Assignment for the benefit of the Hirer or if disclosed to any third party either during or at any time after the termination of the Assignment would be of value or could cause damage to the Hirer or the Company whether directly or indirectly. Confidential information is confidential if it is labelled confidential, if the Hirer expressly states (whether in writing or otherwise) to the Agency Worker that the information is confidential or if the Agency Worker ought to have known that the information may be confidential.

13.3 Unless required to do so in the proper performance of their duties, the Agency Worker must not divulge or communicate to any person; use for any purposes other than those of the Company or, as appropriate, any Hirer; or cause any unauthorised disclosure, through any failure to exercise due care and attention, of any confidential information relating to the Company or any Hirer.

13.4 The Agency Worker agrees to deliver up to the Hirer or the Company (as directed) at the end of each Assignment all documents and other materials belonging to the Hirer (and all copies) which are in its possession including documents and other materials created by them during the course of an Assignment; and The restrictions under this Confidentiality Clause shall continue to apply after the termination of this Agreement without limit in point of time but shall cease to apply to information or knowledge which is ordered to be disclosed by a Court of competent jurisdiction or otherwise required to be disclosed by law or which comes into the public domain other than as a result of a breach by the Agency Worker of their obligations under this Agreement.

14. Data Protection

14.1 Where the Company processes personal and special category data relating to the Agency Worker, it will do so in accordance with the General Data Protection Regulation and the legal bases for processing data in accordance with the Company’s privacy notice which will be made available to the Agency Worker.

15. General

15.1 If any provision, clause or part-clause of these Terms is held to be invalid, void, illegal, or otherwise unenforceable by any judicial body, the remaining provisions of this Agreement shall remain in full force and effect to the extent permitted by law. Any delay by the Company in responding to any breach by the Agency Worker of this Agreement shall not be deemed nor operate as a waiver of that breach. If the Company expressly waives a breach of this Agreement by the Agency Worker, this will not constitute a waiver of any future breach.

15.2 The Company shall act as a Gangmaster (as defined in Section 4 of the Gangmasters (Licensing) Act 2004) when introducing the Agency Worker into Assignments with its Clients to which this Act applies and as an employment business (as defined in Section 13(3) of the Employment Agencies Act 1973) when introducing or supplying the Agency Worker into all other Assignments with its Hirers.

15.3 All notices which are required to be given in accordance with this Agreement shall be in writing and may be delivered personally or by first class prepaid post to the registered office of the party upon whom the notice is to be served or any other address that the party has notified the other party in writing or by email. Any such notice shall be deemed to have been served: if by hand when delivered; if by first class post 48 hours following posting; and if by email, when that email is sent. The Company and Agency Worker acknowledge that nothing in these Terms confer on any third party any benefit or the right to enforce any provisions in these Terms.

15.4 These Terms are governed by the law of England & Wales and are subject to the exclusive jurisdiction of the Courts of England & Wales in respect of any dispute arising from these Terms or its subject matter.  

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