Agency Worker Regulations (AWR) – what is it, what does it mean?

From 1st October 2011, Agency Workers in Great Britain (Northern Ireland will publish their own separate regulations) will have the right to ‘equal treatment’ in certain areas of their employment. We summarise what you need to know!

The Swedish Derogation Model – what is it? When is it ending?

The Agency Workers Regulations come into force on 1st October 2011 to bolster the rights of so-called “vulnerable” agency workers – and the Swedish Derogation is being mentioned a lot by Umbrella Companies. What does it mean?

AWR does not cover workers on indefinite assignments

In a substantial case in December 2013 (Moran and Others v Ideal Cleaning Services Ltd and Celanese Acetate Ltd) the Employment Appeal Tribunal said that the Agency Workers Regulations do not cover workers who are on ‘indefinite’ assignments with the end hirer, it only covers Workers who are on ‘temporary’ assignments.
This decision is very

Can a Limited Company Contactor be in scope of the Agency Workers Regulations?

Although many commentators believe that the Agency Workers Regulations (AWR) were not intended to apply to ‘professionals’ with their own limited companies (also called a Limited Company Contractor or Personal Service Company contractors) it is certainly possible, in specific circumstances, that limited company contractors, working through a recruitment agency, may be in scope of the AWR and so

Important Agency Workers Regulations Tribunal cases

Updated 2019
Finally, at the end of 2012, over a year after the Agency Workers Regulations were introduced in October 2011, a case about the Swedish Derogation model came to Tribunal.
The Swedish Derogation model refers to Regulation 10 of the AWR that allows for temporary workers not to receive comparable pay (with ‘comparable’ permanent

What employment status do I have? Your contract may not provide the answer!

Recently, Freelance Advisor reported on the very important Supreme Court 2011 legal judgement on Autoclenz Ltd v Belcher and Others and how this may affect freelancers and contractors who have IR35 concerns. As this case is so important for all employees, workers and freelancers in deciding their employment status, at Workline we thought we’d explain this in more detail.

The case highlights the importance the Courts now give to finding clarity in employment relationships, not by looking at what is written down in a contract, but what is actually happening in the working relationship.

Internships – a good opportunity or a waste of time?

Internships and work placements often get bad press. Are they a beneficial experience for both Employers and graduates, or potentially unethical exploitation? Here we look at what they offer (and what they should offer!) in more detail.
You can read our Guide to Apprenticeships here.
Research by XpertHR in June 2011 showed that 44% of

How to make your contracts IR35-proof

This is a difficult and potentially time-consuming process. Long-term freelancers will certainly wish to ‘IR35-proof’ their contracts in order to avoid the reduction in earnings. Contracts will need to be checked for each job/project and they should highlight your status as a self-employed professional.

What is a Contractor?

There are 3 basic ways you can be employed in the UK – as an Employee, as a Worker or as Self-Employed/Freelance. However, Contractors can be either a Worker or Freelance, depending on how they are employed on each job. Read on for more information!

Your employment status – Am I an Employee, a Freelancer or a Worker?

There are three different types of working individuals but deciding someone’s employment status can be complicated as there is no single legal definition. Our advice is updated for 2011.

Here is a quick guide to help you establish your status – if you are an Employee, Worker or Freelance.

The Human Resources Consultancy service for SME's in the UK creative industries

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