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AGENCY WORKER REGULATIONS

Why AWR Compliance is Non-Negotiable

Agency Worker Regulations enforce equal treatment for agency workers after 12 weeks in the same role mandating same pay, bonuses, and access to facilities as permanent staff. Non-compliance can trigger financial claims, backdated pay, and reputational damage to both agencies and end clients.

APPROACH

1 

Policy & Process Review

  • We audit your worker management processes: onboarding, timesheet approval, shift assignments, and off-boarding.

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  • We identify roles where 12-week “equal pay trigger” applies and ensure rates match client pay scales.

2

Comparator Analysis

  • We work with your end-client to identify an appropriate “comparator”, i.e. the permanent employee role with which to compare agency worker pay.

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  • We verify that bonuses, holiday pay, pensions, and benefits align under AWR.

3

Implementation & Controls

  • We draft clear guidelines for consultants: which roles need “AWR watch,” how to capture start/end dates, and how to ensure correct pay rates at week 12.

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  • We recommend workflow automations (e.g., flagged alerts in your CRM/Payroll system) to prompt action when workers hit AWR triggers.

4

Client Education

  • We hold workshops with end-clients’ HR and payroll teams, ensuring they understand their obligations (e.g., providing vacancy information, rates for comparators).

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  • We review and update Supply Agreements to include AWR-compliance clauses and indemnities for backdated fees.

KEY BENEFITS

REDUCED FINANCIAL EXPOSURE

Proactive detection of upcoming AWR triggers prevents unexpected back charges.

strengthened client relationships

Demonstrating robust AWR processes differentiates your agency as a compliance leader.

operational efficiency

Automated notifications and clear workflows avoid manual errors.

LEGAL PROTECTION

Mitigate the risk of tribunal claims or HMRC/EAS investigations.

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