This Contract for Services sets out the terms on which MCI People will engage you as an agency worker for temporary assignments. Please read it carefully before signing. NATURE OF ENGAGEMENT MCI People will act as an employment business in respect of this agreement and will endeavour to find suitable assignments for you. The Employment Agencies Act 1973 prohibits MCI People from charging you a fee in respect of this work-finding service. MCI People does not provide any other goods or services in respect of which you may be charged a fee. Work assignments will be offered to you on an "ad hoc" basis as and when MCI People matches you with suitable clients. You are free to accept or decline such assignments. You are not guaranteed continuous work and we are under no obligation to offer you further assignments. No contract exists between MCI People and yourself in periods between agreed work assignments. Although you are free to engage in other work, if you already have or are considering any additional work, you should notify MCI People so that any implications arising from current working time legislation can be discussed. For the avoidance of doubt, you are engaged as a Temporary Agency Worker. This contract for services and any attachments or particular assignment schedules do not constitute a contract of employment between you and MCI People. Assignments may be offered to you on an hourly, daily, weekly, or other basis. Attendance at work assignments will be in accordance with the assignment schedule for that particular assignment. When you have agreed to attend a work assignment and are unable to do so, you are required to notify your MCI People consultant immediately. NOTIFICATION REQUIREMENTS TO END AN ASSIGNMENT MCI People (or the client to whom you are assigned) may end an assignment at any time without prior notice or liability. You may terminate an assignment at any time by immediately informing MCI People. PAYMENT MCI People reasonably expects you to be paid an hourly rate which is no less than the National Minimum Wage. However, your actual payment in respect of any particular assignment may be more than the National Minimum Wage, and you will be notified of the applicable rate when you are offered any particular assignment. You will become entitled to equal treatment under the Agency Workers Regulations 2010 with regard to pay after you have accrued 12 weeks in a particular role with a client organisation. Where this is the case, you will be advised separately of the relevant rate at the appropriate time. Please note that equal treatment does not relate to all aspects of pay. You will be paid in respect of work done regardless of whether or not MCI People receives payment from the client to whom you are assigned. Payment will be made weekly in arrears by bank credit transfer following submission of a properly completed timesheet. Statutory deductions such as income tax and National Insurance contributions will be made from your payments. Non-submission or incorrectly completed documentation may result in delayed payment. Any queries regarding payment should be raised with your MCI People consultant. ABSENCE Any absence, for whatever reason, whilst on an agreed assignment must be reported at the earliest opportunity on the day in question to enable alternative arrangements to be made. Notification should be made personally to your MCI People consultant. We do not operate a contractual sickness/injury payment scheme for agency workers. STATUTORY ANNUAL LEAVE Your leave year commences on 1st January and ends on 31st December. You are entitled to 5.6 weeks' paid annual leave. For part years of service, entitlement will be calculated on a pro-rata basis. You will become entitled to equal treatment in relation to annual leave entitlement under the Agency Workers Regulations 2010 after you have accrued 12 weeks in a particular role with a client organisation. Where this is the case, you will be advised separately of the relevant entitlement at the appropriate time. You should give at least one week's written notice of your intention to take holiday. Such notice should be given to your MCI People consultant. MCI People will allocate agreed leave dates to take account of business needs and the arrangements made by other agency workers and our clients' own employees, to ensure operational efficiency. MCI People reserves the right to refuse leave requests if they conflict with the needs of the business, and may, with due notice, require that you take annual leave on specified dates. Annual leave must be taken in the leave year in which it is accrued. You will not be allowed to "carry over" any annual leave into a subsequent leave year. You will not be entitled to any payment for bank holidays or public holidays unless you are actually required to work them or they are taken as part of your statutory annual leave. Payment in respect of statutory annual leave will be in accordance with the Working Time Regulations. In the event of the termination of your contract, any annual leave accrued but not taken will be paid in lieu. However, if you have taken more paid leave than you have accrued pro-rata, the appropriate amount will be deducted from your final payment. This is an express written term of your contract for services. INFORMATION ABOUT PREVIOUS ASSIGNMENTS You shall inform us at the earliest possible opportunity, prior to an assignment or during each assignment, of any instances where you have worked in the past two years in the same or similar role with the client (or any member of the client's group) with whom we have placed you for assignment, via a third party. You shall provide us with details of such work and the periods during which it was carried out, and comply with any reasonable request we make for the provision of such information. HEALTH & SAFETY AT WORK Under health and safety legislation, each individual has a legal responsibility for their own welfare and for the health and safety of others. You must take all reasonable steps to safeguard your own safety and the safety of any other person who may be present, and comply with the health and safety policies of any client to whom you are assigned. STANDARDS You are under no obligation to accept an offer of an assignment, but if you do so, you agree, during every assignment and afterwards as appropriate, to observe the following conditions: On attending a client's establishment, you will observe any specific instructions given regarding standards of dress. Where no specific instructions have been given, you should present a professional image and wear clothes appropriate to the responsibilities of your assignment. You will familiarise yourself with and observe any rules and regulations of the client's establishment, particularly with regard to use of any computer equipment, client telephones and personal mobile phones. You will not engage in any conduct detrimental to the interests of the client or MCI People. You will co-operate with the client's staff and accept the direction, instruction and supervision of any responsible person in the client's establishment. You will not at any time divulge to any person, nor use for your own or any other person's benefit, any confidential information relating to the client's or MCI People's transactions, finances, customers, employees or business affairs. WASTAGE Any damage to stock or property (including non-statutory safety equipment) that is the result of your carelessness, negligence or deliberate vandalism will render you liable to pay the full or part cost of repair or replacement. Any loss to us that is the result of your failure to observe rules, procedures or instructions, or is a result of your negligent behaviour or unsatisfactory standard of work, will render you liable to reimburse us the full or part cost of that loss. In the event of failure to pay, such costs will be deducted from your pay. EQUAL OPPORTUNITIES MCI People is committed to the principle of equality regardless of age, disability, gender reassignment, marriage and civil partnership, pregnancy or maternity, race, religion or belief, sex or sexual orientation. Policies will be applied that are fair, equitable and consistent with skills and abilities. You have a duty to support MCI People in implementing these policies to ensure equality of opportunity. COMPLAINING ABOUT DISCRIMINATION OR HARASSMENT If you believe you are the victim of minor discrimination or harassment, you should first make it clear to the discriminator/harasser that their behaviour is unwelcome and politely ask them to stop. If you feel unable to do this, or if this approach fails, or if the discrimination/harassment is more serious, you should discuss the matter with a senior member of MCI People, who will endeavour to resolve the situation on your behalf. PENSION SCHEME We operate a contributory pension scheme which you will be auto-enrolled into (subject to the conditions of the scheme). The scheme enables you to save for your retirement using your own money, together with tax relief and contributions from MCI People. Further details are available separately. If you agree to accept the above conditions, please sign and date both copies of this contract for services (retaining one for your own reference) and return one copy to your MCI People consultant at MCI People, 3 Waterside, Coventry CV1 4LZ. 

1.  Is there anything we should know, or any adjustment we could make, to help you do the types of work you are registering for? *

2. Do you have the right to work in the UK? We will check your right to work using your original documents or a Home Office share code before you start any assignment. Please can you answer the question below and also share your code so we can speed up the process and get you out to work. *

3. Do you have any criminal convictions that are not yet "spent" under the Rehabilitation of Offenders Act 1974? Please do not tell us about spent convictions. *

4. Do you have any impending prosecutions? *

5. Do you have any points or endorsements on your driving licence? If yes, please give details. (driver roles only) *

6. PLEASE ENTER YOUR FULL NAME  *

7. PLEASE SIGN  *

8. DATE *

MCI PEOPLE LIMITED - TERMS OF ENGAGEMENT FOR PAYE AGENCY WORKERS (CONTRACT FOR SERVICES) This Contract for Services sets out the terms on which MCI People Limited (company number 7320065) will engage you as an agency worker for temporary assignments. Please read it carefully before you accept it. You should already have been given our Key Information Document. 1 DEFINITIONS AND INTERPRETATION 1.1 In these Terms the following definitions apply: "Actual Rate of Pay" means, unless and until the Agency Worker has completed the Qualifying Period, the rate of pay which will be paid for all time worked during an Assignment for each hour worked, as set out in the relevant Assignment Details Form. "Actual QP Rate of Pay" means the rate of pay which will be paid to the Agency Worker if and when he/she completes the Qualifying Period, as set out in any variation to the relevant Assignment Details Form. "Agency Worker" means the person named at the end of these Terms as accepting them, supplied by the Employment Business to provide services to the Hirer. "Agreed Deductions" means any deductions the Agency Worker has agreed can be made from their pay. "Assignment" means assignment services performed by the Agency Worker for the Hirer for a period during which the Agency Worker is supplied by the Employment Business to work temporarily for, and under the supervision and direction of, the Hirer. "Assignment Details Form" means the written confirmation of assignment details given to the Agency Worker upon acceptance of the Assignment. "AWR" means the Agency Workers Regulations 2010. "Calendar Week" means any period of 7 days starting with the same day as the first day of the First Assignment. "Conduct Regulations" means the Conduct of Employment Agencies and Employment Businesses Regulations 2003. "Confidential Information" means any confidential commercial, financial, marketing, technical or other information relating to the Hirer or the Employment Business or their business or affairs, in any form, disclosed in connection with the Assignment. "Control" means (a) legal or beneficial ownership, directly or indirectly, of more than 50% of the issued share capital or similar right of ownership; or (b) the power to direct or cause the direction of the affairs of the entity in question. "Data Protection Laws" means the Data Protection Act 2018, the UK GDPR, and any applicable statutory or regulatory provisions in force from time to time relating to the protection of personal data. "Deductions" means any deductions the Employment Business is required by law to make, including PAYE tax under sections 44-47 of the Income Tax (Earnings and Pensions) Act 2003 and Class 1 National Insurance Contributions. "Emoluments" means any pay in addition to the Actual QP Rate of Pay. "Employment Business" means MCI People Limited (company registration number 7320065) of 3 Waterside, Coventry CV1 4LZ. "Engagement" means the engagement (including the Agency Worker's acceptance of the Hirer's offer), employment or use of the Agency Worker by the Hirer or any third party to whom the Agency Worker has been introduced by the Hirer, on a permanent or temporary basis, whether under a contract of service or for services; and "Engage", "Engages" and "Engaged" shall be construed accordingly. "First Assignment" means the relevant Assignment or, where the Agency Worker previously worked in the same role for the same Hirer and the relevant Qualifying Period commenced in that earlier assignment, that earlier assignment. "Hirer" means the person, firm or corporate body, together with any subsidiary or associated entity, to whom the Agency Worker is supplied or introduced. "Hirer's Group" means any entity which Controls the Hirer, or is Controlled by or under common Control with the Hirer, including as a subsidiary or holding company under section 1159 of the Companies Act 2006. "Hourly Rate" means the minimum gross rate of pay per hour that the Employment Business reasonably expects to achieve for all hours worked by the Agency Worker, as stated in the Assignment Details Form for each Assignment (and never less than the National Minimum Wage or National Living Wage that applies to the Agency Worker). "Irregular Hours Worker" means a worker whose paid hours of work under their contract are, in each pay period, wholly or mostly variable, as defined under Regulation 15F(1)(a) WTR 1998. "Leave Year" means the period during which the Agency Worker accrues and may take statutory leave, which runs from 1 January to 31 December each year. "Period of Extended Hire" means any additional period the Hirer wishes the Agency Worker to be supplied for beyond the original Assignment, as an alternative to paying a Transfer Fee. "Qualifying Period" means 12 continuous Calendar Weeks during which the Agency Worker is supplied to work in the same role with the same Hirer, as further defined in the Schedule to these Terms. "Relevant Period" means the later of (a) 8 weeks from the day after the last day the Agency Worker worked for the Hirer; or (b) 14 weeks from the first day the Agency Worker worked for the Hirer, or 14 weeks from the first day of the most recent Assignment where there has been a break of more than 6 weeks since any previous Assignment. "Temporary Work Agency" has the meaning given in the Schedule to these Terms. "Terms" means these terms of engagement, including the attached Schedule, together with any applicable Assignment Details Form. "Transfer Fee" means the fee payable by the Hirer to the Employment Business under clause 3.7, as permitted by Regulation 10 of the Conduct Regulations. "Type of Work" means driving, warehouse and logistics operative work, including (but not limited to) HGV and non-HGV driving, forklift truck driving, reach truck driving, low-level order picking, and general warehouse operative duties. "WTR" means the Working Time Regulations 1998. 1.2 Unless the context otherwise requires, references to the singular include the plural and references to the masculine include the feminine and vice versa. 1.3 The headings contained in these Terms are for convenience only and do not affect their interpretation. 1.4 Any reference to an enactment includes that enactment as amended, re-enacted or replaced from time to time, and all subordinate legislation made under it. 2 THE CONTRACT 2.1 These Terms constitute the entire agreement between the Employment Business and the Agency Worker for the supply of services to the Hirer and govern all Assignments undertaken by the Agency Worker. The contract between the parties starts on the first day of the First Assignment; no contract exists between the Employment Business and the Agency Worker between Assignments. These Terms prevail over any other terms put forward by the Agency Worker. 2.2 During an Assignment the Employment Business will engage the Agency Worker on a contract for services on these Terms. For the avoidance of doubt, the Agency Worker is not an employee of the Employment Business, although the Employment Business is required to make the Deductions from the Agency Worker's pay. These Terms do not give rise to a contract of employment between the Employment Business and the Agency Worker, or between the Agency Worker and the Hirer. The Agency Worker is supplied as a worker and is entitled to certain statutory rights as such, but nothing in these Terms gives the Agency Worker rights in addition to those provided by statute except where expressly stated. 2.3 No variation to these Terms is valid unless the details are agreed between the Employment Business and the Agency Worker and set out in writing, with a copy given to the Agency Worker no later than 5 business days after the variation was made, stating the date from which the varied terms apply. 2.4 The Employment Business acts as an employment business (as defined in section 13(3) of the Employment Agencies Act 1973, as amended) when introducing or supplying the Agency Worker for Assignments with its Hirers. 3 ASSIGNMENTS AND INFORMATION TO BE PROVIDED 3.1 The Employment Business will endeavour to obtain suitable Assignments for the Agency Worker to perform the agreed Type of Work. The Agency Worker is not obliged to accept any Assignment offered. 3.2 The Agency Worker acknowledges that the nature of temporary work means there may be periods when no suitable work is available, and that their hours of work under this contract will at all times be wholly or mostly variable, in accordance with the definition of an Irregular Hours Worker under the WTR. The Agency Worker agrees that the suitability of work offered is determined solely by the Employment Business, and that the Employment Business incurs no liability for failing to offer Assignments. 3.3 At the same time as an Assignment is offered, the Employment Business will provide the Agency Worker with an Assignment Details Form, setting out (for the purposes of the Conduct Regulations): the identity and nature of business of the Hirer; the start date and likely duration of the Assignment; the Type of Work, location and hours; the Actual Rate of Pay, payment intervals and any expenses; any known health and safety risks and the steps taken to control them; and the experience, training, qualifications or authorisation required. For the purposes of section 1 of the Employment Rights Act 1996, it will also set out: any other paid leave such as maternity, paternity or adoption leave; pension entitlements and schemes; and any other benefits. 3.4 Where this information is not given in paper or electronic form, the Employment Business will confirm it by such means by the end of the third business day following, except where the Agency Worker has been offered an Assignment in the same position within the previous 5 business days and the information is unchanged, or the Assignment is intended to last 5 consecutive business days or less and the information is unchanged (in which case only the identity of the Hirer and likely duration need be confirmed). 3.5 Where clause 3.4 applies but the Assignment extends beyond the intended 5-day period, the Employment Business will provide the full information set out in clause 3.3 within 8 days of the start of the Assignment. 3.6 For the purposes of calculating the average weekly hours worked for the WTR, the averaging period starts on the date the Agency Worker commences the First Assignment. 3.7 If, before or during an Assignment or during the Relevant Period, the Hirer wishes to Engage the Agency Worker directly or through another employment business, the Agency Worker acknowledges that the Employment Business is entitled either to charge the Hirer a Transfer Fee or to agree a Period of Extended Hire, at the end of which the Agency Worker may be Engaged directly without further charge. The Employment Business is also entitled to charge a Transfer Fee if the Hirer introduces the Agency Worker to a third party who subsequently Engages them, before or during an Assignment or within the Relevant Period. 3.8 If the Agency Worker completes the Qualifying Period on or during the relevant Assignment and becomes entitled to different and preferential terms relating to working time, night work, rest periods or rest breaks under the AWR, those terms will be set out in the relevant Assignment Details Form or a variation to it. 4 AGENCY WORKER'S OBLIGATIONS 4.1 The Agency Worker is not obliged to accept any Assignment, but if they do accept one, during every Assignment (and afterwards where appropriate) they will: co-operate with the Hirer's reasonable instructions and accept the direction, supervision and control of a responsible person in the Hirer's organisation; observe the Hirer's relevant rules, regulations and normal hours of work; take all reasonable steps to safeguard their own health and safety and that of others, and comply with the Hirer's health and safety policies; not engage in conduct detrimental to the Employment Business and/or the Hirer, including conduct that could bring either into disrepute or cause loss of business; not commit any act of unlawful discrimination or harassment against staff of the Employment Business or the Hirer; not disclose or use for personal benefit any Confidential Information; and, on completion of the Assignment or on request, return any Hirer property including equipment, materials, documents, ID cards, uniforms or personal protective equipment. 4.2 If the Agency Worker accepts an Assignment, as soon as possible before and during each Assignment, and at any time on request, they will: inform the Employment Business of any Calendar Weeks worked in the same or similar role with the relevant Hirer via any third party which may count towards the Qualifying Period; provide full details of any such work; and inform the Employment Business if they believe they have completed the Qualifying Period through multiple assignments, or through working in more than two roles where at least two occasions involved a different role. 4.3 If the Agency Worker is unable to attend work during an Assignment for any reason, they must inform the Employment Business within 1 hour of the commencement of the Assignment or shift, or, where that is not possible, inform the Hirer and then the Employment Business as soon as possible. 4.4 If the Agency Worker becomes aware, before or during an Assignment, of any reason why they may not be suitable for it, they must notify the Employment Business without delay. 4.5 The Agency Worker warrants that they will comply strictly with the Data Protection Laws in relation to these Terms and will not do anything which might cause the Employment Business or the Hirer to breach those laws. 4.6 The Agency Worker acknowledges that any breach of these obligations may cause the Employment Business to suffer loss, which the Employment Business reserves the right to recover from the Agency Worker. 5 TIMESHEETS 5.1 At the end of each week of an Assignment (or at the end of the Assignment, if shorter) the Agency Worker will deliver to the Employment Business a timesheet showing the hours worked, signed by an authorised representative of the Hirer. 5.2 Subject to clause 5.3, the Employment Business will pay the Agency Worker for all hours worked, regardless of whether it has received payment from the Hirer for those hours. 5.3 Where the Agency Worker does not submit a properly authenticated timesheet, the Employment Business will, in a timely fashion, investigate the hours claimed and the reasons the Hirer has refused to sign. This may delay payment. The Employment Business will not pay for hours not worked. 5.4 For the purposes of the WTR, the Agency Worker's working time consists only of periods carrying out duties for the Hirer as part of the Assignment. Time spent travelling to the Hirer's premises (other than between two premises of the same Hirer), lunch breaks and other rest breaks do not count as working time, subject to any variation set out in the relevant Assignment Details Form for AWR compliance purposes. 6 PAY AND DEDUCTIONS 6.1 For each Assignment the Employment Business will pay the Agency Worker the Hourly Rate. The Actual Rate of Pay will be notified on a per-Assignment basis and set out in the relevant Assignment Details Form. 6.2 If the Agency Worker has completed the Qualifying Period on or during the relevant Assignment, the Employment Business will pay the Actual QP Rate of Pay, notified on a per-Assignment basis and set out in the relevant Assignment Details Form or a variation to it. 6.3 The Hourly Rate, Actual Rate of Pay or Actual QP Rate of Pay, as applicable, will be paid weekly in arrears, subject to any Deductions and/or Agreed Deductions, together with any agreed Emoluments. 6.4 Subject to any statutory entitlement under clauses 7 (Annual Leave) and 8 (Sickness Absence) below, the Agency Worker is not entitled to payment for time not spent on Assignment, whether for holidays, illness or any other reason, unless otherwise agreed. 6.5 Subject to compliance with Regulation 12 of the Conduct Regulations, the Employment Business reserves the right, at its discretion, to deduct from the Agency Worker's pay any sums owed to it, including overpayments, loans, or losses caused by the Agency Worker's negligence or breach of the Employment Business's or Hirer's rules. 6.6 If the Employment Business provides equipment, personal protective equipment or clothing to the Agency Worker for use on an Assignment, the Agency Worker must take reasonable care of it and return it to the Employment Business on termination of these Terms or within 3 days of a request. If the Agency Worker fails to comply, the Employment Business reserves the right to deduct the cost of replacement from any sums owed, taking into account reasonable wear and tear. 6.7 MCI People Limited provides a workplace pension through The People's Pension. We postpone automatic enrolment for 12 weeks from the Agency Worker's first day of work and will give the Agency Worker a written notice about this within 6 weeks of that date. At the end of the postponement period, if the Agency Worker is aged 22 or over, under State Pension age and earns more than the earnings trigger (currently £10,000 a year), MCI People Limited will automatically enrol them. The Agency Worker may ask to join earlier, and may opt out after being enrolled. Both the Agency Worker and MCI People Limited pay contributions, at no less than the legal minimums, and the Agency Worker may receive tax relief on theirs. 7 ANNUAL LEAVE 7.1 Subject to clauses 7.2 and 7.3, the Agency Worker is entitled to paid annual leave according to the statutory minimum provided by the WTR from time to time (currently 5.6 weeks). 7.2 The Agency Worker's entitlement to payment for annual leave accrues in proportion to time worked on Assignment during the pay period, at the rate of 12.07% (or an adjusted rate if entitled to more than the statutory minimum). The Agency Worker does not accrue leave when not on an Assignment. Accrued leave is paid when it is taken, and on termination of each Assignment any accrued but untaken leave will be paid with final pay for that Assignment, shown on the final payslip. Statutory annual leave of 5.6 weeks (28 days for a full-time worker, pro rata for part-time) includes bank and public holidays. 7.3 Under the AWR, on completion of the Qualifying Period the Agency Worker may be entitled to paid and/or unpaid annual leave in addition to their WTR entitlement. Any such entitlement, when it commences, and how payment accrues, will be set out in the relevant Assignment Details Form or a variation to it. 7.4 The Leave Year runs from 1 January to 31 December. The Agency Worker must take all annual leave within the Leave Year in which it accrues and, except as set out in the Assignment Details Form or as the law requires, may not carry leave forward. The Agency Worker is responsible for requesting and taking all paid annual leave within the Leave Year. 7.5 If the Agency Worker wishes to take paid annual leave during an Assignment, they must notify the Employment Business giving notice of at least twice the length of leave requested. The Employment Business may require leave to be taken at specific times, or may give counter-notice to postpone or reduce requested leave, giving at least the same length of notice as the period it wishes to postpone or reduce. 7.6 Subject to clause 7.3, payment for annual leave taken or accrued during an Assignment is calculated in proportion to the leave accrued whilst on the Assignment, based on hours worked. 7.7 If the Agency Worker starts work part-way through a Leave Year, their entitlement for that Leave Year is calculated by accrual under clause 7.2 from their start date, and leave may be taken only to the extent it has accrued. 7.8 Except where amended by the Assignment Details Form, where a bank or public holiday falls during an Assignment and the Agency Worker does not work that day, that day counts as part of the Agency Worker's paid annual leave entitlement, subject to having accrued entitlement under clause 7.2 or 7.3. 7.9 Where these Terms are terminated, the Agency Worker will repay the Employment Business for any holiday taken in excess of accrued entitlement for that year, and authorises the Employment Business to deduct this from any final payment owed. Any shortfall remaining will be repaid within 28 days of termination. 8 SICKNESS ABSENCE 8.1 The Agency Worker may be eligible for Statutory Sick Pay (SSP), payable from the first day of sickness, calculated in accordance with the applicable statutory criteria in force from time to time. 8.2 The Agency Worker must give the Employment Business evidence of incapacity to work, which may be a self-certificate for the first 7 days and a doctor's certificate (or Statement of Fitness for Work) thereafter. 8.3 If the Agency Worker submits a Statement of Fitness for Work indicating they may, subject to conditions, be fit to work, the Employment Business will, at its discretion (and where appropriate in consultation with the Hirer and the Agency Worker), determine whether they can be placed in a new Assignment or continue in an ongoing one. 8.4 Where clause 8.3 applies, placement in a new Assignment or continuation in an ongoing one may be subject to the Agency Worker agreeing a variation of these Terms or the Assignment Details Form to accommodate any conditions identified. 9 TERMINATION 9.1 Any of the Employment Business, the Agency Worker or the Hirer may terminate the Agency Worker's Assignment at any time without prior notice or liability. 9.2 The continuation of an Assignment is conditioned on the continuation of the contract between the Employment Business and the Hirer. If that contract terminates for any reason, the Assignment ceases immediately without liability to the Agency Worker (except for payment for hours worked up to the date of termination). 9.3 If the Agency Worker fails to notify the Hirer or Employment Business of their inability to attend work (as required by clause 4.3), this is treated as termination of the Assignment by the Agency Worker, unless exceptional circumstances prevented compliance. 9.4 If the Agency Worker is absent during an Assignment which has not otherwise been terminated, the Employment Business may terminate it under clause 9.1 if the work is no longer available. 9.5 If the Agency Worker does not report their availability for work for a period of 3 weeks, this contract for services automatically terminates and the Employment Business will forward their P45 to their last known address. 9.6 On termination of the Agency Worker's Assignment, the Employment Business will pay all holiday accrued but not taken during the Assignment, in accordance with the WTR. 10 INTELLECTUAL PROPERTY RIGHTS The Agency Worker acknowledges that all copyright, trademarks, patents and other intellectual property rights arising from services carried out for the Hirer during the Assignment belong to the Hirer. The Agency Worker will execute all documents and do all acts the Employment Business reasonably requires to give effect to this. 11 CONFIDENTIALITY 11.1 To protect the confidentiality and trade secrets of the Hirer and the Employment Business, the Agency Worker agrees: not at any time, during or after an Assignment, to disclose or use any trade secrets or Confidential Information (other than information already in the public domain) unless expressly authorised; to deliver up to the Hirer or Employment Business, at the end of each Assignment, all documents and materials belonging to the Hirer, including those created during the Assignment; and not to copy, summarise or extract any document or material belonging to the Hirer except as required in the course of the Assignment, in which case any such item belongs to the Hirer or Employment Business as appropriate. 12 DATA PROTECTION Full details of how MCI People Limited uses personal data are in its Privacy Notice at https://www.mcipeople.co.uk/privacy. The Agency Worker acknowledges that the Employment Business must process personal data about them to properly fulfil its obligations under these Terms and as otherwise required by law, in accordance with the Data Protection Laws. This processing is principally for personnel, administrative and payroll purposes. 13 SEVERABILITY If any provision of these Terms is found by a competent authority to be unenforceable to any extent, that provision will be severed to that extent, and the remaining Terms will continue in full force. 14 NOTICES All notices required under these Terms must be in writing and may be delivered personally, by first class prepaid post, or by email, to the registered office or other notified address of the party being served. A notice is deemed served: if by hand, when delivered; if by first class post, 48 hours after posting; and if by email, when sent. 15 RIGHTS OF THIRD PARTIES None of the provisions of these Terms are intended to benefit or be enforceable by third parties, and the operation of the Contracts (Rights of Third Parties) Act 1999 is excluded. 16 GOVERNING LAW AND JURISDICTION These Terms are governed by the law of England & Wales and are subject to the exclusive jurisdiction of the Courts of England & Wales. 17 RIGHT TO JOIN A TRADE UNION [PASTE THE REC LEGAL APPROVED STATEMENT HERE. From October 2026 workers must be told in writing of their right to join a trade union.  ACCEPTANCE By entering your full name, the date and your signature below, you confirm that you have read and agree to these Terms with MCI People Limited. You can ask us for a copy at any time by emailing ben@mcipeople.co.uk. SCHEDULE: "QUALIFYING PERIOD" AND "TEMPORARY WORK AGENCY" For the purpose of the definition of "Qualifying Period" in clause 1 of these Terms, when calculating whether weeks completed with the Hirer count as continuous towards the Qualifying Period, where the Agency Worker has started working during an Assignment and there is a break (either between Assignments or during an Assignment), the break will only pause rather than reset the qualifying clock where it is: (a) for any reason, and not more than six Calendar Weeks; or (b) wholly due to sickness or injury, and 28 Calendar Weeks or less (with written medical evidence if required); or (c) related to pregnancy, childbirth or maternity and falls within the protected period (from the start of pregnancy to 26 weeks after childbirth, or earlier return to work); or (d) wholly for the purpose of taking maternity, adoption or paternity leave, or other leave to which the Agency Worker is entitled; or (e) wholly due to attending jury service, and 28 Calendar Weeks or less; or (f) wholly due to a temporary cessation in the Hirer's requirement for a worker in that role, in line with the Hirer's established custom and practice; or (g) wholly due to a strike, lock-out or other industrial action at the Hirer's establishment; or a combination of the reasons in (b) to (g) above. Where the Agency Worker returns to work in the same role with the Hirer after such a break, weeks worked before and after the break are added together towards the Qualifying Period. Time worked during an assignment before 1 October 2011 does not count towards the Qualifying Period. "Temporary Work Agency" means, as defined in Regulation 4 of the AWR, a person engaged in the economic activity (public or private, for profit or not) of supplying individuals to work temporarily for and under the supervision and direction of hirers, or of paying for, receiving or forwarding payment for the services of such individuals — excluding a person solely engaged in paying for, receiving or forwarding such payments without supplying the individuals themselves. 

1. PLEASE ENTER YOUR FULL NAME 

2. DATE *

3. Please sign: *

Working Time - 48-hour week (optional) The Working Time Regulations 1998 normally limit the average working week to 48 hours. You can choose to opt out of this limit, but you do not have to, and you will not be treated less favourably if you do not. ( ) I agree to opt out of the 48-hour limit. I understand that I can cancel this agreement at any time by giving MCI People Limited one month's notice. ( ) I do not wish to opt out.

1. I agree to opt out of the 48-hour limit. I understand that I can cancel this agreement at any time by giving MCI People Limited one month's notice. *

2. I do not wish to opt out. *

3. FULL NAME  *

4. DATE  *

5. PLEASE SIGN: (only needed if you choose to opt out) *

Declarations

I understand that my pay rate may vary from assignment to assignment and that I will be told the rate when I start a new assignment.

I agree to tell MCI People Limited about any change to my personal circumstances, such as health problems or driving licence endorsements, that may affect my ability to work.

I agree that MCI People Limited may share my name, age, driving licence details, work history and CV with a client in order to find me work.

I agree to tell MCI People Limited at least one hour before the start of any assignment if I cannot get to it. I understand that if I do not, the assignment may be ended.

For the purposes of the Agency Workers Regulations 2010, I have given MCI People Limited a full and accurate account of my work history for at least the last six months.

I confirm I have received, read and understood the Terms of Engagement and agree to be bound by them.

1. NAME  *

2. DATE  *

3. PLEASE SIGN: *

Please read and understand our Privacy Notice. Where consent has been given as the basis for processing my information in the Privacy Notice: I accept that MCI People holds personal data about me, and I hereby consent to MCI People processing that data for any purpose related to my contract for services. I consent to MCI People releasing my contact details to the National Careers Service, to offer upskilling opportunities and training to further career prospects for applicable candidates. I also explicitly consent to MCI People, or any associated company, processing any sensitive personal data relating to me — for example sickness records, medical reports, particular health needs, details of criminal convictions, and equal opportunities monitoring data — as necessary to complete any assignments allocated to me. Finally, I consent to MCI People providing my personal data to a third party where necessary — for example, to a pension scheme provider in relation to my membership of a pension scheme, or an external payroll company in order to receive payment on a weekly basis. I have read the Privacy Notice and understand the ways in which my information will be used.

1.

I have read the MCI People Limited Privacy Notice (https://www.mcipeople.co.uk/privacy) and understand how my personal data will be used to provide work-finding services, including being shared with clients, payroll providers and pension providers where necessary.

I explicitly consent to MCI People Limited processing information about my health, any relevant criminal convictions and equal opportunities monitoring data, as needed to assess my suitability for work and manage my assignments.

I can withdraw this consent at any time by emailing ben@mcipeople.co.uk.

I agree that MCI People Limited may pass my name and contact details to the National Careers Service so that they can contact me about training and upskilling opportunities.

I would like to receive job alerts and recruitment updates from MCI People Limited by email or text. I can unsubscribe at any time.

1. NAME  *

2. DATE *

3. PLEASE SIGN: *