1. DEFINITIONS AND INTERPRETATION
1.1. In these Terms the following definitions apply:
“Agency Worker” means the individual who is Introduced by the
Employment Business to provide services to the Hirer;
“Assignment” means assignment services to be performed by the
Agency Worker for the Hirer for a period of time during
which the Agency Worker is supplied by the
Employment Business to work temporarily for and
under the supervision and direction of the Hirer;
“Assignment Details Form” means written confirmation of the assignment details
agreed with the Hirer prior to commencement of the
Assignment;
“AWR” means the Agency Workers Regulations 2010;
“AWR Claim” means any complaint or claim to a tribunal or court
made by or on behalf of the Agency Worker against the
Hirer and/or the Employment Business for any breach
of the AWR;
“Calendar Week” means any period of seven days starting with the same
day as the first day of the First Assignment;
“Charges” means the hourly charges of the Employment Business
calculated in accordance with clause 6.1 and as may be
varied from time to time in accordance with these
Terms;
“Comparable Employee” means as defined in Schedule 1 to these Terms;
“Conduct Regulations” means the Conduct of Employment Agencies and
Employment Businesses Regulations 2003;
“Confidential Information” means any and all confidential commercial, financial,
marketing, technical or other information or data of
whatever nature relating to the Hirer or Employment
Business or their business or affairs (including but not
limited to these Terms, data, records, reports,
agreements, software, programs, specifications, know-
how, trade secrets and other information concerning
the Assignment) in any form or medium whether
disclosed or granted access to whether in writing,
orally or by any other means, provided to the Agency
Worker or any third party in relation to the Assignment
by the Hirer or the Employment Business or by a third
party on behalf of the Hirer whether before or after
the date of these Terms together with any
reproductions of such information in any form or
medium or any part(s) of such information;
“Control” means (a) the legal or beneficial ownership, directly or
indirectly, of more than 50% of the issued share capital
or similar right of ownership; or (b) the power to direct
or cause the direction of the affairs and/or general
management of the company, partnership, statutory
body or other entity in question, whether through the
ownership of voting capital, by contract or otherwise,
and "Controls" and "Controlled" shall be construed
accordingly;
“Data Protection Laws” means the Data Protection Act 1998, any applicable
statutory or regulatory provisions and all European
Directives and regulations in force from time to time
relating to the protection and transfer of personal
data;
“Employment Business” Staffing Hub LTD (registered company no. 14325034 of
45 Fitzroy Street, 4 th Floor Silverstream House, London,
United Kingdom, W1T 6EB
“Engagement” means the engagement (including the Agency Worker’s
acceptance of the Hirer’s offer), employment or use of
the Agency Worker by the Hirer or by any third party to
whom the Agency Worker has been introduced by the
Hirer, on a permanent or temporary basis, whether
under a contract of service or for services; under an
agency, licence, franchise or partnership agreement; or
any other engagement; or through a limited company
of which the Agency Worker is an officer, employee or
other representative; and “Engage”, “Engages” and
“Engaged” shall be construed accordingly;
“First Assignment” means:
(a) the relevant Assignment; or
(b) if, prior to the relevant Assignment:
(i) the Agency Worker has worked in any
assignment in the same role with the
relevant Hirer as the role in which the
Agency Worker works in the relevant
Assignment; and
(ii) the relevant Qualifying Period
commenced in any such assignment,
that assignment (an assignment being (for the
purpose of this defined term) a period of time
during which the Agency Worker is supplied by
one or more Temporary Work Agencies to the
relevant Hirer to work temporarily for and
under the supervision and direction of the
relevant Hirer);
“Hirer” means the person, firm or corporate body together
with any subsidiary or associated person, firm or
corporate body (as the case may be) to whom the
Agency Worker is Introduced;
“Hirer's Group” means (a) any individual, company, partnership,
statutory body or other entity which from time to time
Controls the Hirer, including (but not limited to) as a
holding company as defined in section 1159 of the
Companies Act 2006; and (b) any company,
partnership, statutory body or other entity which from
time to time is Controlled by or is under common
Control with the Hirer, including (but not limited to) as
a subsidiary or holding company as defined in section
1159 of the Companies Act 2006;
“Introduction” means (i) the passing to the Hirer of a curriculum vitae
or information which identifies the Agency Worker; or
(ii) the Hirer’s interview of the Agency Worker (in
person or by telephone or by any other means),
following the Hirer’s instruction to the Employment
Business to supply a temporary worker; or (iii) the
supply of the Agency Worker; and, in any case, which
leads to an Engagement of the temporary worker or
the Agency Worker; and “Introduced” and
"Introducing" shall be construed accordingly;
“Losses” means all losses, liabilities, damages, costs, expenses
whether direct, indirect, special or consequential
(including, without limitation, any economic loss or
other loss of profits, business or goodwill, management
time and reasonable legal fees) and charges, including
such items arising out of or resulting from actions,
proceedings, claims and demands;
“Period of Extended Hire” means any additional period that the Hirer wishes the
Agency Worker to be supplied for beyond the duration
of the original Assignment or series of Assignments as
an alternative to paying a Transfer Fee;
“Qualifying Period” means 12 continuous Calendar Weeks during the whole
or part of which the Agency Worker is supplied by one
or more Temporary Work Agencies to the relevant
Hirer to work temporarily for and under the supervision
and direction of the relevant Hirer in the same role, and
as further defined in Schedule 1 to these Terms;
“Relevant Period” means the later of (a) the period of 8 weeks
commencing on the day after the last day on which the
Agency Worker worked for the Hirer having been
supplied by the Employment Business; or (b) the period
of 14 weeks commencing on the first day on which the
Agency Worker worked for the Hirer having been
supplied by the Employment Business or 14 weeks
from the first day of the most recent Assignment
where there has been a break of more than 6 weeks
(42 days) since any previous assignment;
“Relevant Terms and Conditions” means terms and conditions relating to:
(a) pay;
(b) the duration of working time;
(c) night work;
(d) rest periods;
(e) rest breaks; and
(f) annual leave
that are ordinarily included in the contracts of
employees or workers (as appropriate) of the Hirer
whether by collective agreement or otherwise and
including (for the avoidance of doubt and without
limitation) such terms and conditions that have
become contractual by virtue of custom and practice,
including copies of all relevant documentation;
“Remuneration” includes gross base salary or fees, guaranteed and/or
anticipated bonus and commission earnings,
allowances, inducement payments, the benefit of a
company car and all other payments and taxable (and,
where applicable, non-taxable) emoluments payable to
or receivable by the Agency Worker for services
provided to or on behalf of the Hirer or any third party;
“Temporary Work Agency” means as defined in Schedule 1 to these Terms;
“Terms” means these terms of business (including the attached
schedules) together with any applicable Assignment
Details Form;
“Transfer Fee” means the fee payable in accordance with clause 8 of
these Terms and Regulation 10 of the Conduct
Regulations;
“Vulnerable Person” means any person who by reason of age, infirmity,
illness, disability or any other circumstance is in need
of care or attention, and includes any person under the
age of eighteen; and
“WTR” means the Working Time Regulations 1998;
1.2. Unless the context otherwise requires, references to the singular include the plural
and references to the masculine include the feminine and vice versa.
1.3. The headings contained in these Terms are for convenience only and do not affect
their interpretation.
1.4. Any reference, express or implied, to an enactment includes a reference to that
enactment as from time to time amended, modified, extended, re-enacted, replaced
or applied by or under any other enactment (whether before or after the date of
these Terms) and all subordinate legislation made (before or after these Terms)
under it from time to time.
2. THE CONTRACT
2.1. These Terms constitute the contract between the Employment Business and the
Hirer for the supply of the Agency Worker’s services by the Employment Business to
the Hirer and are deemed to be accepted by the Hirer by virtue of its request for,
interview with or Engagement of the Agency Worker, or the passing of any
information by the Hirer about an Agency Worker to any third party following an
Introduction.
2.2. These Terms contain the entire agreement between the parties and unless otherwise
agreed in writing by a director the Employment Business, these Terms prevail over
any terms of business or purchase conditions (or similar) put forward by the Hirer.
2.3. Subject to clause 6.2, no variation or alteration to these Terms shall be valid unless
the details of such variation are agreed between a director of the Employment
Business and the Hirer and are set out in writing and a copy of the varied Terms is
given to the Hirer stating the date on or after which such varied Terms shall apply.
2.4. The Employment Business shall act as an employment business (as defined in Section
13(3) of the Employment Agencies Act 1973 (as amended) when Introducing Agency
Workers for Assignments with the Hirer.
3. HIRER OBLIGATIONS
3.1. To enable the Employment Business to comply with its obligations under the
Conduct Regulations the Hirer undertakes to provide to the Employment Business
details of the position which the Hirer seeks to fill, including the following:
3.1.1. the type of work that the Agency Worker would be required to do;
3.1.2. the location and hours of work;
3.1.3. the experience, training, qualifications and any authorisation which the Hirer
considers necessary or which are required by law or any professional body
for the Agency Worker to possess in order to work in the position;
3.1.4. any risks to health or safety known to the Hirer and what steps the Hirer has
taken to prevent or control such risks;
3.1.5. the date the Hirer requires the Agency Worker to commence the
Assignment;
3.1.6. the duration or likely duration of the Assignment.
3.2. The Hirer will assist the Employment Business in complying with the Employment
Business' duties under the WTR by supplying any relevant information about the
Assignment requested by the Employment Business and the Hirer will not do
anything to cause the Employment Business to be in breach of its obligations under
these Regulations. If the Hirer requires the services of an Agency Worker for more
than 48 hours in any week during the course of an Assignment, the Hirer must notify
the Employment Business of this requirement before the commencement of the
Assignment or at the very latest, where this is not reasonably practicable, before the
commencement of the week in which the Hirer requires the Agency Worker to work
in excess of 48 hours.
3.3. The Hirer will comply with its obligations under Regulation 12 (Rights of agency
workers in relation to access to collective facilities and amenities) and 13 (Rights of
agency workers in relation to access to employment) of the AWR.
3.4. To enable the Employment Business to comply with its obligations under the AWR,
the Hirer undertakes as soon as possible prior to the commencement of each
Assignment and during each Assignment (as appropriate) and at any time at the
Employment Business' request:
3.4.1. to inform the Employment Business of any Calendar Weeks in which the
Agency Worker has worked in the same or a similar role with the Hirer via
any third party prior to the date of commencement of the relevant
Assignment and/or during the relevant Assignment which count or may
count towards the Qualifying Period;
3.4.2. if, the Agency Worker has worked in the same or a similar role with the Hirer
via any third party prior to the date of commencement of the relevant
Assignment and/or works in the same or a similar role with the Hirer via any
third party during the relevant Assignment, to provide the Employment
Business with all the details of such work which may count towards the
Qualifying Period, including (without limitation) details of where, when and
the period(s) during which such work was undertaken and any other details
requested by the Employment Business;
3.4.3. to inform the Employment Business if, the Agency Worker has prior to the
date of commencement of the relevant Assignment and/or during the
relevant Assignment carried out work which could be deemed to count
toward the Qualifying Period for the relevant Assignment in accordance with
Regulation 9 of the AWR because s/he has:
3.4.3.1. completed two or more assignments with the Hirer;
3.4.3.2. completed at least one assignment with the Hirer and one or
more earlier assignments with any member of the Hirer's Group;
and/or
3.4.3.3. worked in more than two roles during an assignment with the
Hirer and on at least two occasions worked in a role that was
not the same role as the previous role;
3.4.4. save where the Agency Worker will not complete the Qualifying Period
during the term of the Assignment, to:
3.4.4.1. provide the Employment Business with written details of the
basic working and employment conditions the Agency Worker
would be entitled to for doing the same job if the Agency
Worker had been recruited directly by the Hirer as an employee
or worker at the time the Qualifying Period commenced or with
those of a Comparable Employee, such basic working and
employment conditions being the Relevant Terms and
Conditions;
3.4.4.2. inform the Employment Business in writing whether the
Relevant Terms and Conditions provided are those of a
hypothetical directly recruited employee or worker or those of a
Comparable Employee;
3.4.4.3. if the Relevant Terms and Conditions provided are those of a
Comparable Employee, provide the Employment Business with a
written explanation of the basis on which the Hirer considers
that the relevant individual is a Comparable Employee; and
3.4.4.4. inform the Employment Business in writing of any variations in
the Relevant Terms and Conditions made at any time during the
relevant Assignment after the Qualifying Period commenced;
and
3.4.5. save where the Agency Worker will not complete the Qualifying Period
during the term of the Assignment, to provide the Employment Business
with written details of its pay and benefits structures and appraisal
processes and any variations of the same.
3.5. In addition, for the purpose of awarding any bonus to which the Agency Worker may
be entitled under the AWR, the Hirer will:
3.5.1. integrate the Agency Worker into its relevant performance appraisal system;
3.5.2. assess the Agency Worker's performance;
3.5.3. provide the Employment Business with copies of all documentation relating
to any appraisal of the Agency Worker, including without limitation written
details of the outcome of any appraisal and the amount of any bonus
awarded; and
3.5.4. provide the Employment Business with all other assistance the Employment
Business may request in connection with the assessment of the Agency
Worker's performance for the purpose of awarding any bonus.
3.6. The Hirer will comply with all the Employment Business' requests for information
and any other requirements to enable the Employment Business to comply with the
AWR.
3.7. The Hirer warrants that:
3.7.1. all information and documentation supplied to the Employment Business in
accordance with clauses 3.4 , 3.5 and 3.6 is complete, accurate and up-to-
date; and
3.7.2. it will, during the term of the relevant Assignment, immediately inform the
Employment Business in writing of any subsequent change in any
information or documentation provided in accordance with clauses 3.4 , 3.5
and 3.6 ;
3.8. Without prejudice to clauses 14.7 and 14.8, the Hirer shall inform the Employment
Business in writing of any:
3.8.1. oral or written complaint the Agency Worker makes to the Hirer which is or
may be a complaint connected with rights under the AWR; and
3.8.2. written request for information relating to the Relevant Terms and
Conditions that the Hirer receives from the Agency Worker
as soon as possible but no later than 7 calendar days from the day on which any such
oral complaint is made to or written complaint or request is received by the Hirer
and the Hirer will take such action and give such information and assistance as the
Employment Business may request, and within any timeframe requested by the
Employment Business, in order to resolve any such complaint or to provide any such
information in a written statement to the Agency Worker within 28 days of the
Hirer's receipt of such a request in accordance with Regulation 16 of the AWR and
the Hirer will provide the Employment Business with a copy of any such written
statement.
3.9. The Hirer undertakes that it knows of no reason why it would be detrimental to the
interests of the Agency Worker for the Agency Worker to fill the Assignment.
4. INFORMATION TO BE PROVIDED BY THE EMPLOYMENT BUSINESS TO THE HIRER
4.1. When Introducing an Agency Worker to the Hirer the Employment Business shall
inform the Hirer:
4.1.1. of the identity of the Agency Worker;
4.1.2. that the Agency Worker has the necessary or required experience, training,
qualifications and any authorisation required by law or a professional body
to work in the Assignment;
4.1.3. that the Agency Worker is willing to work in the Assignment; and
4.1.4. the Charges.
4.2. Where such information is not given in paper form or by electronic means it shall be
confirmed by such means by the end of the third business day (excluding Saturday,
Sunday and any Public or Bank Holiday) following, save where the Agency Worker is
Introduced for an Assignment in the same position as one in which the Agency
Worker had previously been supplied within the previous 5 business days and such
information has already been given to the Hirer, unless the Hirer requests that the
information be resubmitted.
5. TIMESHEETS
5.1. At the end of each week of an Assignment (or at the end of the Assignment where it
is for a period of 1 week or less) the Hirer shall sign the Employment Business'
timesheet verifying the number of hours worked by the Agency Worker during that
week.
5.2. Signature of the timesheet by the Hirer is confirmation of the number of hours
worked. If the Hirer is unable to sign a timesheet produced for authentication by the
Agency Worker because the Hirer disputes the hours claimed, the Hirer shall inform
the Employment Business as soon as is reasonably practicable and shall co-operate
fully and in a timely fashion with the Employment Business to enable the
Employment Business to establish what hours, if any, were worked by the Agency
Worker. Failure to sign the timesheet does not absolve the Hirer of its obligation to
pay the Charges in respect of the hours worked.
5.3. The Hirer shall not be entitled to decline to sign a timesheet on the basis that it is
dissatisfied with the work performed by the Agency Worker. In the event that the
Hirer is dissatisfied with the Agency Worker the provisions of clause 10.1 below shall
apply.
6. CHARGES
6.1. The Hirer agrees to pay the Charges as notified to and agreed with the Hirer. The
Charges are calculated according to the number of hours worked by the Agency
Worker (to the nearest quarter hour) and comprise the following:
6.1.1. the Agency Worker’s hourly rate of pay;
6.1.2. an amount equal to any paid holiday leave to which the Agency Worker is
entitled in connection with the WTR and, where applicable, the AWR and
which is accrued during the course of an Assignment;
6.1.3. any other amounts to which the Agency Worker is entitled under the AWR,
where applicable;
6.1.4. employer’s National Insurance contributions;
6.1.5. any travel, hotel or other expenses as may have been agreed with the Hirer
or, if there is no such agreement, such expenses as are reasonable; and
6.1.6. the Employment Business's commission, which is calculated as a percentage
of the Agency Worker’s hourly rate.
6.1.7. in the event of cancellation on the day of the assignment the hirer agrees to
pay 0.6 of the daily rate to cover loss of earnings.
6.2. The Employment Business reserves the right to vary the Charges agreed with the
Hirer, by giving written notice to the Hirer:
6.2.1. in order to comply with any additional liability imposed by statute or other
legal requirement or entitlement, including but not limited to the AWR;
and/or
6.2.2. if there is any variation in the Relevant Terms and Conditions.
6.3. The Employment Business will invoice the Charges to the Hirer on a weekly basis.
The Hirer will pay the Charges within 30 days of the date of the invoice.
6.4. In addition to the Charges, the Hirer will pay the Employment Business an amount
equal to any bonus that the Hirer awards to the Agency Worker in accordance with
clause 3.5 immediately following any such award and the Employment Business will
pay any such bonus to the Agency Worker. For the avoidance of doubt, the Hirer will
also pay any employer’s National Insurance Contributions and the Employment
Business' commission on the bonus (calculated using the same percentage rate as
that used under clause 6.1.6) in addition to any bonus payable to the Agency
Worker.
6.5. VAT is payable at the applicable rate on the entirety of the Charges and all sums
payable under clause 6.4.
6.6. The Employment Business reserves the right to charge interest under the Late
Payment of Commercial Debts (Interest) Act 1998 on invoiced amounts unpaid by
the due date at the rate of 8% per annum above the base rate from time to time of
the Bank of England from the due date until the date of payment.
6.7. No refunds are payable by the Employment Business in respect of the Charges.
6.8. The Hirer’s obligations under this clause 6 shall be performed without any right of
the Hirer to invoke set-off, deductions, withholdings or other similar rights.
7. PAYMENT OF THE AGENCY WORKER
The Employment Business is responsible for paying the Agency Worker and where
appropriate, for the deduction and payment of National Insurance Contributions and PAYE
Income Tax applicable to the Agency Worker pursuant to sections 44-47 of the Income Tax
(Earnings and Pensions) Act 2003.
8. TRANSFER FEES
8.1. The Hirer shall be liable to pay a Transfer Fee if the Hirer Engages an Agency Worker
Introduced by the Employment Business other than via the Employment Business or
introduces the Agency Worker to a third party and such introduction results in an
Engagement of the Agency Worker by the third party other than via the Employment
Business and:
8.1.1. where the Agency Worker has been supplied by the Employment Business,
such Engagement takes place during the Assignment or within the Relevant
Period; or
8.1.2. where the Agency Worker has not been supplied, such Engagement takes
place within [6] months from the date of the Introduction to the Hirer.
The Transfer Fee will be calculated in accordance with Schedule 2.
8.2. If the Hirer wishes to engage the Agency Worker other than via the Employment
Business without liability to pay a Transfer Fee, the Hirer may, on giving TWO week’s
written notice to the Employment Business, engage the Agency Worker for the
Period of Extended Hire specified in Schedule 2.
8.3. During such Period of Extended Hire the Employment Business shall supply the
Agency Worker on the same terms on which s/he has or would have been supplied
during the Assignment and in any case on terms no less favourable than those terms
which applied immediately before the Employment Business received the notice in
clause 8.2; and the Hirer shall continue to pay the Charges set out in clause 6. If the
Employment Business is unable to supply the Agency Worker for any reason outside
its control for the whole or any part of the Period of Extended Hire; or the Hirer does
not wish to hire the Agency Worker on the same terms as the Assignment; but the
Agency Worker is Engaged by the Hirer, the Hirer shall pay the Transfer Fee, reduced
pro-rata to reflect any Charges paid by the Hirer during any part of the Period of
Extended Hire worked by the Agency Worker before being Engaged by the Hirer. If
the Hirer fails to give notice of its intention to engage the Agency Worker other than
via the Employment Business before such Engagement commences, the parties
agree that the Transfer Fee shall be due in full.
8.4. Where prior to the commencement of the Hirer’s Engagement other than via the
Employment Business the Employment Business and the Hirer agree that such
Engagement will be on the basis of a fixed term of less than 12 months, the
Employment Business may, in its absolute discretion, reduce the Transfer Fee as
calculated in accordance with Schedule 2 pro-rata. Such reduction is subject to the
Hirer Engaging the Agency Worker for the agreed fixed term. Should the Hirer extend
the Agency Worker’s Engagement or re-Engage the Agency Worker within 12 months
from the commencement of the initial Engagement the Employment Business
reserves the right to recover the balance of the Transfer Fee.
8.5. The Employment Business will not refund the Transfer Fee in the event that the
Engagement of the Agency Worker other than via the Employment Business by the
Hirer or by a third party to which the Hirer introduces the Agency Worker terminates
or terminates before the end of the fixed term referred to in clause 8.4.
8.6. VAT is payable in addition to any Transfer Fee due.
9. SUITABILITY CHECKS AND INFORMATION TO BE PROVIDED IN SPECIAL SITUATIONS
9.1. Where:
9.1.1. the Agency Worker is required by law, or any professional body to have any
qualifications or authorisations to work on the Assignment, the Employment
Business will take all reasonably practicable steps to obtain and offer to
provide to the Hirer copies of any relevant qualifications or authorisations of
the Agency Worker; and
9.1.2. in addition, where the Assignment involves working with, caring for or
attending one or more Vulnerable Persons, the Employment Business will
take all reasonably practicable steps to obtain and offer to provide copies to
the Hirer of two references from persons who are not relatives of the
Agency Worker and who have agreed that the references they provide may
be disclosed to the Hirer;
and such other reasonably practicable steps as are required to confirm that the
Agency Worker is suitable for the Assignment. If the Employment Business has taken
all reasonably practicable steps to obtain the information above and has been unable
to do so fully it shall inform the Hirer of the steps it has taken to obtain this
information in any event.
9.2. The Hirer shall advise the Employment Business at the time of instructing the
Employment Business to supply an Agency Worker whether during the course of the
Assignment, the Agency Worker will be required to work with, care for or attend one
or more Vulnerable Persons or engage in regulated activity as defined in the
Safeguarding Vulnerable Groups Act 2006.
9.3. The Hirer shall assist the Employment Business by providing any information
required to allow the Employment Business to comply with its statutory obligations
under the Safeguarding Vulnerable Groups Act 2006 and to allow the Employment
Business to select a suitable Agency Worker for the Assignment.
9.4. In particular in the event that the Hirer removes an Agency Worker from an
Assignment in circumstances which would require the Employment Business to
provide information to the Disclosure and Barring Service (or the equivalent
authority) under the Safeguarding Vulnerable Groups Act 2006, the Hirer will provide
sufficient information to the Employment Business to allow it to discharge its
statutory obligations.
10. UNSUITABILITY OF THE AGENCY WORKER
10.1. The Hirer undertakes to supervise the Agency Worker sufficiently to ensure the
Hirer’s satisfaction with the Agency Worker’s standards of work. If the Hirer
reasonably considers that the services of the Agency Worker are unsatisfactory, the
Hirer may terminate the Assignment either by instructing the Agency Worker to
leave the Assignment immediately, or by directing the Employment Business to
remove the Agency Worker. The Employment Business may, in its absolute
discretion, in such circumstances, reduce or cancel the Charges for the time worked
by that Agency Worker, provided that the Hirer has notified the Employment
Business immediately that they have asked the Agency Worker to leave the
Assignment or the Assignment terminates:
10.1.1. within 4 hours of the Agency Worker commencing the Assignment where
the Assignment is for more than 7 hours; or
10.1.2. within 2 hours for Assignments of 7 hours or less;
and provided that notification of the unsuitability of the Agency Worker is confirmed
in writing to the Employment Business within 48 hours of the termination of the
Assignment.
10.2. The Employment Business shall notify the Hirer immediately if it receives or
otherwise obtains information which gives the Employment Business reasonable
grounds to believe that any Agency Worker supplied to the Hirer is unsuitable for the
Assignment and shall be entitled to terminate the Assignment forthwith without
prior notice and without liability. Notwithstanding, the Hirer shall remain liable for all
Charges incurred prior to the termination of the Assignment.
10.3. The Hirer shall notify the Employment Business immediately and without delay and
in any event within 1 hours if the Agency Worker fails to attend work or has notified
the Hirer that they are unable to attend work for any reason.
11. TERMINATION OF THE ASSIGNMENT
Any of the Hirer, the Employment Business or the Agency Worker may terminate an
Assignment at any time without prior notice and without liability (except in the case of
termination by the Hirer, who shall be liable for any Charges due under clause 6 above).
12. CONFIDENTIALITY AND DATA PROTECTION
12.1. All information relating to an Agency Worker is confidential and subject to the Data
Protection Laws and is provided solely for the purpose of providing work-finding
services to the Hirer. Such information must not be used for any other purpose nor
divulged to any third party and the Hirer undertakes to abide by the provisions of the
Data Protection Laws in receiving and processing the data at all times.
12.2. The Employment Business undertakes to keep confidential all Relevant Terms and
Conditions that the Hirer discloses to the Employment Business and not to use such
information except for the purposes of compliance with the AWR (including, for the
avoidance of doubt and without limitation, when dealing with any request for
information or complaint made by any Agency Worker or any AWR Claim).
12.3. Information relating to the Employment Business’ business which is capable of being
confidential must be kept confidential and not divulged to any third party, except
information which is in the public domain.
13. INTELLECTUAL PROPERTY RIGHTS
All copyright, trademarks, patents and other intellectual property rights deriving from the
Assignment shall belong to the Hirer. Accordingly the Employment Business shall use its
reasonable endeavours to ensure that the Agency Worker shall execute all such documents
and do all such acts in order to give effect to the Hirer’s rights pursuant to this clause.
14. LIABILITY
14.1. Whilst reasonable efforts are made by the Employment Business to give satisfaction
to the Hirer by ensuring reasonable standards of skill, integrity and reliability from
the Agency Worker and to provide the same in accordance with the Assignment
details as provided by the Hirer, no liability is accepted by the Employment Business
for any loss, expense, damage or delay arising from any failure to provide any Agency
Worker for all or part of the Assignment or from the negligence, dishonesty,
misconduct or lack of skill of the Agency Worker or if the Agency Worker terminates
the Assignment for any reason. For the avoidance of doubt, the Employment
Business does not exclude liability for death or personal injury arising from its own
negligence or for any other loss which it is not permitted to exclude under law.
14.2. Agency Workers supplied by the Employment Business pursuant to these Terms are
engaged under contracts for services. They are not the employees of the
Employment Business but are deemed to be under the supervision and direction of
the Hirer from the time they report to take up duties and for the duration of the
Assignment. The Hirer agrees to be responsible for all acts, errors or omissions of the
Agency Worker, whether wilful, negligent or otherwise as though the Agency Worker
was on the payroll of the Hirer.
14.3. The Hirer shall advise the Employment Business of any special health and safety
matters about which the Employment Business is required to inform the Agency
Worker and about any requirements imposed by law or by any professional body,
which must be satisfied if the Agency Worker is to fill the Assignment.
14.4. The Hirer will also comply in all respects with all statutory provisions as are in force
from time to time including, for the avoidance of doubt, but not limited to the WTR,
Health and Safety at Work etc. Act 1974, the Management of Health and Safety at
Work Regulations 1999 (as amended), by-laws, codes of practice and legal
requirements to which the Hirer is ordinarily subject in respect of the Hirer’s own
staff (excluding the matters specifically mentioned in clause 7 above), including in
particular the provision of adequate Employer’s and Public Liability Insurance cover
for the Agency Worker during all Assignments.
14.5. The Hirer undertakes not to request the supply of an Agency Worker to perform the
duties normally performed by a worker who is taking part in official industrial action
or duties normally performed by a worker who has been transferred by the Hirer to
perform the duties of a person on strike or taking official industrial action.
14.6. The Hirer shall indemnify and keep indemnified the Employment Business against
any Losses incurred by the Employment Business arising out of any Assignment or
arising out of any non-compliance with, and/or as a result of any breach of, these
Terms by the Hirer.
14.7. The Hirer shall inform the Employment Business in writing of any AWR Claim which
comes to the notice of the Hirer as soon possible but no later than 7 calendar days
from the day on which any such AWR Claim comes to the notice of the Hirer.
14.8. If the Agency Worker brings, or threatens to bring, any AWR Claim, the Hirer
undertakes to take such action and give such information and assistance as the
Employment Business may request, and within any timeframe requested by the
Employment Business and at the Hirer’s own cost, to avoid, dispute, resist, mitigate,
compromise or defend any such AWR Claim and to appeal against any judgment
given in respect thereof.
15. NOTICES
All notices which are required to be given in accordance with these Terms shall be in writing
and may be delivered personally or by first class prepaid post to the registered office of the
party upon whom the notice is to be served or any other address that the party has notified
the other party in writing, including by email or facsimile transmission. Any such notice shall
be deemed to have been served: if by hand when delivered, if by first class post 48 hours
following posting and if by email or facsimile transmission, when that email or facsimile is
sent.
16. SEVERABILITY
If any of the provisions of these Terms shall be determined by any competent authority to be
unenforceable to any extent, such provision shall, to that extent, be severed from the
remaining Terms, which shall continue to be valid to the fullest extent permitted by
applicable laws.
17. GOVERNING LAW AND JURISDICTION
These Terms are governed by the law of England & Wales and are subject to the exclusive
jurisdiction of the Courts of England & Wales.
Signed for and on behalf of the Hirer
[print name here]
I confirm I am authorised to sign these Terms for and on behalf of the Hirer.
Date
SCHEDULE 1: “COMPARABLE EMPLOYEE”, “QUALIFYING PERIOD” AND “TEMPORARY WORK
AGENCY”
“Comparable Employee” means as defined in Regulation 5(4) of the AWR being an employee
of the Hirer who:
(a) works for and under the supervision of the Hirer and is engaged in the same or broadly
similar work as the Agency Worker having regard, where relevant, to whether the
employee and the Agency Worker have a similar level of qualification and skill; and
(b) works or is based at the same establishment as the Agency Worker or, where there is no
comparable employee working or based at that establishment who satisfies the
requirements of (a) above, works or is based at a different establishment and satisfies
those requirements.
For the purpose of the definition of “Qualifying Period” in clause 1.1 of these Terms, when
calculating whether any weeks completed with the Hirer count as continuous towards the
Qualifying Period, where:
(a) the Agency Worker has started working during an assignment and there is a break, either
between assignments or during an assignment, when the Agency Worker is not working;
(b) the break is:
(i) for any reason and not more than six Calendar Weeks;
(ii) wholly due to the fact that the Agency Worker is incapable of working in
consequence of sickness or injury and the break is 28 Calendar Weeks or less;
paragraph (iii) does not apply; and, if required to do so by the Employment
Business, the Agency Worker has provided such written medical evidence as may
reasonably be required;
(iii) related to pregnancy, childbirth or maternity and is at a time in a protected period,
being a period beginning at the start of the pregnancy and ending at the end of the
26 weeks beginning with childbirth (being the birth of a living child or the birth of a
child whether living or dead after 24 weeks of pregnancy) or, if earlier, when the
Agency Worker returns to work;
(iv) wholly for the purpose of taking time off or leave, whether statutory or
contractual, to which the Agency Worker is otherwise entitled which is:
i. ordinary, compulsory or additional maternity leave;
ii. ordinary or additional adoption leave;
iii. ordinary or additional paternity leave;
iv. time off or other leave not listed in paragraphs (iv)i, ii, or iii above; or
v. for more than one of the reasons listed in paragraphs (iv)i, ii, iii to iv
above;
(v) wholly due to the fact that the Agency Worker is required to attend at any place in
pursuance to being summoned for service as a juror and the break is 28 Calendar
Weeks or less;
(vi) wholly due to a temporary cessation in the Hirer’s requirement for any worker to
be present at the establishment and work in a particular role for a pre-determined
period of time according to the established custom and practices of the Hirer;
(vii) wholly due to a strike, lock-out or other industrial action at the Hirer’s
establishment; or
(viii) wholly due to more than one of the reasons listed in paragraphs (ii), (iii), (iv), (v),
(vi) or (vii); and
(c) the Agency Worker returns to work in the same role with the Hirer,
any weeks during which the Agency Worker worked for the Hirer before the break shall be
carried forward and treated as counting towards the Qualifying Period with any weeks during
which the Agency Worker works for the Hirer after the break. In addition, when calculating
the number of weeks during which the Agency Worker has worked, where the Agency
Worker has started working in a role during an Assignment and is unable to continue working
for a reason described in paragraph (b)(iii) or (b)(iv)i., ii, or iii., for the period that is covered
by one or more such reasons, the Agency Worker shall be deemed to be working in that role
with the Hirer for the original intended duration or likely duration of the relevant
Assignment, whichever is the longer. For the avoidance of doubt, time spent by the Agency
Worker working during an assignment before 1 October 2011 [or 5 December 2011] does not
count for the purposes of the definition of “Qualifying Period”.
“Temporary Work Agency” means as defined in Regulation 4 of the AWR being a person engaged
in the economic activity, public or private, whether or not operating for profit, and whether or
not carrying on such activity in conjunction with others, of:
(a) supplying individuals to work temporarily for and under the supervision and direction of
hirers; or
(b) paying for, or receiving or forwarding payment for, the services of individuals who are
supplied to work temporarily for and under the supervision and direction of hirers.
Notwithstanding paragraph (b) of this definition a person is not a Temporary Work Agency if the
person is engaged in the economic activity of paying for, or receiving or forwarding payments
for, the services of individuals regardless of whether the individuals are supplied to work for
hirers. For the purpose of this definition, a “hirer” means a person engaged in economic
activity, public or private, whether or not operating for profit, to whom individuals are supplied,
to work temporarily for and under the supervision and direction of that person.
SCHEDULE 2: TRANSFER FEES
1.1 (a) The Transfer Fee referred to in clause 8 shall be calculated as follows: 15% of the
Remuneration payable to the Agency Worker during the first 12 months of the
Engagement.
(b) The Period of Extended Hire, referred to in clause 8, before the Hirer Engages an
Agency Worker shall be: 16 weeks.