So why is the new Agency Worker Regulations (AWR) the biggest thing to have happened in the recruitment industry in almost a decade?
These regulations will have a fundamental effect on the processes that clients go through before they engage Temporary Workers. Fuel have therefore invested a huge amount of time and resource in preparing for the AWR implementation and are working hard to limit any impact on jobs. Whilst the overall outlook for Temporary Jobs is very positive we must embrace the new regulations and their implications.
How do we foresee AWR affecting Fuel’s clients? A widely shared view through the entire recruitment industry is that the AWR will actually have a negative effect on clients hiring Temporary Workers rather than generally enhance the Workers terms.
The UK has one of the most flexible work forces in the world which has traditionally provided many opportunities for Workers but there is a fear that Clients may choose not to engage Temporary Workers, many of whom do not want permanent roles, rather than falling foul of the legislation. However, it is important to keep this in perspective and we do not anticipate that the industries that we work within to be greatly affected as professional contractors are usually better remunerated than the permanent equivalents due to the nature of their engagement. The REC estimates that only 13% of the UKS 1.6 Million temporary workers will be affected. We have engaged with our clients to work in partnership and ensure that the impact is minimal and compliance is achieved.
So how are Fuel helping our clients to minimise their risk? A well organised company like Fuel Recruitment is well placed to deal with the legislation. We have established processes with our clients based on the latest advice and introduced new Terms of Business to ensure we are compliant and ensure that the workers are correctly remunerated. Our corporate membership of the REC ensures that we receive up to date advice on all matters and as the impact of the legislation is felt over time we can adjust our processes accordingly. Of course our consultants have been fully trained and are going to continue to have regular updates on the AWR legislation.
Date posted: October 12, 2011Share this page:
