Here are 10 questions that you can use to test the knowledge and planning of your recruitment supplier with regards to AWR. What do they know and what have they implemented to protect all parties involved?
1. Are you a corporate member of the Association of Professional Staffing Companies (APSCo) and/or The Recruitment and Employment Confederation (REC)?
2. Do you know what the AWR is and what percentage of your workers could be affected?
3. What are the ‘Day One’ and ‘Week 12’ rights for agency workers that are in scope?
4. What systems do you have in place to monitor each worker, including the weeks they have worked and the associated comparables of a full-time employee?
5. How will you manage to count accrued weeks of work – including where there are gaps of more than a week between work periods – whilst not forgetting those breaks that both do, and don’t, stop the clock?
6. How will you manage your comparable testing and what do we, the Client, need to do?
7. What assurances can you give us that you will be able to clearly identify the workers that will need comparable tests applied to their working status?
8. What is your implementation process when a worker is found to be due additional benefits?
9. Will you indemnify us against the AWR if we supply you all the necessary information?
10. Have you amended your Terms and Conditions of Business to accommodate the AWR for both your Clients, and for your Freelancers?
For more information on AWR, please read APSCo AWR Guide