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Agency Worker Regulations (What is AWR)

The AWR is a compliance prerequisite for all supply chains. It contains labour supply businesses, whether they be employment businesses and/ or umbrella companies. 

Whether it is understanding ‘parity pay’ rules, the 12-week qualifying period or who qualifies as an agency worker. Chartergates have the experience to advise and represent your business.

Supply Chain Support

What makes the AWR a significant compliance risk is that any/ all members of the contractual chain run the risk of employment tribunal claims. Whether you are an end-user, a recruitment business or an umbrella company, AWR means all parties have a compliance role to play. 

Working With Chartergate on AWR

Our extensive experience in providing AWR advice and representing clients in tribunals means that we can provide all parties in the supply chain with the robust and commercial AWR advice they need.

A Complete Service Approach

At Chartergates, we go beyond merely providing advice and drafting services. We stand by our clients throughout the entire process, representing them in the Employment Tribunals and The Employment Appeal Tribunal.

Confidence for Our Clients

Our commitment is to offer a complete service that instils confidence in our clients, backed by our unwavering belief in the quality of our abilities.

Commercial Solutions for Long-Term Protection

Our philosophy at Chartergates centres on delivering not just guidance but practical and commercial solutions. We understand the ever-present threat of Employment Tribunals and strive to provide services that safeguard your business. Our high success rate speaks volumes about the effectiveness of our approach in Employment Tribunals.

For more information or to engage with us, contact Chartergates now.

A Complete Service Approach to agency worker regulations
Agency Worker Regulations (AWR)

Our Services & How We Provide Them

Our specialist employment law consultancy and representation services can be provided on a fixed-fee basis, an hourly rate, on a retained basis, and in some circumstances on a contingency basis.  Call us today for a free no-obligation consultation with our team about our services which include:

  • Employment Status
  • TUPE
  • Worker Status
  • Agency Worker Regulations
  • Contract & Policy Drafting
  • Dismissals and Redundancy
  • Discrimination
  • Employment Tribunal Representation
  • Umbrella Company Advice & Drafting
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Related Content

Frequently Asked Questions About Agency Worker Regulations (AWR)

What are the Agency Workers Regulations (AWR) and who do they apply to?

The Agency Workers Regulations (AWR) ensure temporary agency workers receive equal treatment compared to permanent employees. The regulations apply to individuals supplied by a temporary working agency, including those working through an umbrella company, but may not apply to genuinely self employed individuals or some limited companies and personal service companies.
The 12 week qualifying period is the time a temporary worker must spend in the same role with the same hirer. After this period, agency workers gain rights to equal pay, holiday entitlement, and the same terms and conditions as permanent employees.
Equal treatment means that temporary agency workers receive the same pay and working conditions as permanent employees. This includes equal pay, annual leave, rest breaks, and working hours once the qualifying period has been met.
The regulations apply to most temporary agency workers, including those paid via an umbrella company. However, workers operating through limited companies or personal service companies may fall outside AWR if they are genuinely self employed, depending on their working arrangement.
Agency workers have day-one rights such as access to facilities and job vacancies. After 12 weeks, they gain full rights including holiday entitlement and equal pay. Pregnant workers are also protected, with rights to antenatal appointments and suitable alternative work where required.

Disclaimer: Chartergate Legal Services Ltd has drafted these FAQs to provide a general overview of the relevant law only.  These FAQs are not a substitute for professional advice that is specific to your circumstances and should not be relied upon as such.

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