Author: Hannah Gilchrist
Date: 04/06/2010
Research suggests that regulations on working hours and agency staff are the biggest HR hindrance facing firms. So how will Working Time Regulations and the Agency Worker Regulations, which come into force in October 2011, effect small businesses?
It’s no surprise that as the economy begins to pick up businesses are relying on smaller numbers of staff to keep up. The problem comes when you need to meet the orders to stay afloat, but can’t afford to hire new full-time staff to keep up with demand.
The UK’s Working Time Regulations are put in place to ensure that employees are not forced to work more than a 48-hour week on average. However, with new Agency Worker regulations set to come into force in October 2011, this will mean that temporary agency workers will have to be provided the same basic working and employment conditions (including pay and holiday) as if they had been recruited directly by the hirer to do the same job.
It is important for businesses that are going to employ temporary workers in the future that they can still maintain an efficient and cost effective without breaking the law. So how can small businesses plan for the future? The clue is by monitoring what you’re already doing.
- Work out the types of workers you currently employ that will fall within the scope of the regulations.
- Do your research. Find out what the temporary agency worker’s rights are to equal pay.
- Keep an eye on the clock. Check your business’s qualifying period for equal rights and when the clock will be restarted.
- Keep an eye out for what anti-avoidance measures the Government are planning. This may help you keep track of if and when your company will become liable.
- Begin to calculate how you will measure the time period of a temporary agency worker.