AWR

“Why do I need to do this?”

​The legislation came into force in October 2011. The legislation states that if a Temporary Worker has been working continuously for 12 weeks they are eligible for the same equal treatment as your basic working conditions.

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AWR Checklist

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If you answer Yes to any category please call your Consultant OR notify changes on your AWR form

(we need to know any qualifying criteria).

• Is the temporary worker’s hourly pay different to the starting salary for your own staff doing the same job type?

• Are they entitled to enhanced overtime rates?

• Should they receive commission payments or bonuses?

• Do you offer vouchers e.g. childcare vouchers?

• Do you pay night shift/unsocial hours payments?

• Should they be paid for lunch/comfort break?

• Is your company holiday entitlement more than 28 days (inc. bank holidays?

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Please also note the following…

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• Temporary workers should have day one rights including, collective facilities including canteen, childcare facilities and transport facilities, toilets, shower facilities, prayer rooms, pregnant workers entitlements, to have access to view company vacancies.

• If the Agency Worker has previously worked in your organisation/or for another company connected to your organisation and they completed the same role, we must be informed of their dates of employment as this could affect their AWR entitlement.

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