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AWR workers’ rights to parity

Day 1

These are an example of onsite facilities, these include but are not limited to the following:

• Access to internal vacancies
• Crèche
• Prayer room
• Room
• Car Parking
• Canteen
• Local pick-up/drop-off

Post 12 weeks

After a twelve week period agency workers will be entitled to equal pay compared to a directly employed worker. Entitlements under “pay” may include but are not limited to the following:

• Hourly/daily rate
• Payment for shift/overtime/night work
• Bonus or commission payments related to individual performance
• Annual leave entitlement
• Vouchers that have a monetary value (e.g. eye care, luncheon vouchers)
• Working time (e.g. an employee can work a maximum of 35 hours per week)
• Rest breaks
• Paid time off for anti-natal appointments for pregnant workers

Out of scope

Certain core contractual benefits are excluded from the AWR. These include:

• Redundancy pay
• Pension
• Bonus related to company performance
• Company sick, maternity and paternity pay
• Benefits in kind that are not related to pay (e.g. reduced gym membership, private healthcare, discounted goods from a company shop)
• Vouchers that are part of a salary sacrifice scheme (e.g. childcare vouchers)


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