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Yes. An agency worker who has completed the 12-week qualifying period is entitled to same basic working and employment conditions that he or she would have received for doing job if directly recruited by hirer. Regulation 6 of Agency Workers Regulations 2010 (SI 2010/93) provides this includes
Latest | Frequently Asked Questions | XpertHR
The obligation to inform and consult under the Transfer of Undertakings (Protection Employment) Regulations 2006 applies irrespective number employees involved in proposed transfer. This does not have numbers criteria same way as collective redundancy situations. is with union representatives if
Latest | Frequently Asked Questions | XpertHR
Employers must consult either trade union representatives if an independent is recognised by the employer in respect of affected employees, or no recognised, employee representatives. Employee may be elected specifically to informed consulted about transfers, they have been for another purpose.
Latest | Frequently Asked Questions | XpertHR
In addition to meeting their obligations under the Agency Workers Regulations 2010 (SI 2010/93), client employers must ensure that agency temps do not work more than an average of 48 hours a week (unless they have express written consent) and minimum rest breaks periods prescribed by Working Time
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Yes. With effect from 6 April 2007, the right to request a flexible pattern of work (in ss.80F 80I Employment Rights Act 1996) was extended employees who care, or expect for an adult dependant. An dependant these purposes is spouse partner relative employee, if not related someone lives with him
Latest | Frequently Asked Questions | XpertHR
An employer may face an employment tribunal claim from agency worker where he or she believes that there has been a breach of key provisions the Agency Workers Regulations 2010 (SI 2010/93), these being: reg.5 – right to same basic working and conditions would have received for job if had recruited
Latest | Frequently Asked Questions | XpertHR
An employer that is the transferor or transferee in a TUPE situation must provide certain information to "appropriate representatives" of its affected employees long enough before proposed transfer enable it meet obligation consult (where consultation necessary). The inform representatives relevant
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There are a number of steps that employers can take to assist and support employees who have elder care responsibilities. For example, can: ensure relevant policies procedures (for example those on flexible working, equality, harassment bullying) include issues within their remit; adopt an policy
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If an employee who has previously been a good performer begins to struggle meet the demands of job, or had attendance record large amount unplanned absence, personal matter like elder care issues could be blame. The employer may need take this into account as mitigating factor when dealing with
Latest | Frequently Asked Questions | XpertHR
The time off for dependants provisions apply in relation to employees with adult provided that the dependant question is: spouse, civil partner or a parent of employee; person who lives same household as employee (other than tenant, lodger, boarder employee); any other reasonably relies on
