Agency Workers Regulations – A near impossible challenge requires a near impossible solution, but we’ve done it before

Earlier this year the new rules for the Agency Workers Regulations were finalised and now we’re left with valuable preparation time building up to their implementation. However, it’s important to remember that these regulations do not come into force until October 2011, and therefore every chance that they will change or be built upon before then.

So, how will it affect you, our customer?

Luckily, we have been here before. After the tightening of the requirements for GLA workers, we were asked, by you to come up with a compliant product that still gave you a commercial advantage over your competitors. Within 5 months we had designed PAYE+, and it had been accepted by the GLA as the only accredited umbrella solution

A lot of the lessons we learned then, and the strict procedural practices required are similar to the requirements of the AWR, giving you, our customers a distinct advantage over your rivals.

Here are some answers to the main questions being asked by you:

Q) How do I monitor the 12 week time limit on projects before AWR activates?

A) As you are probably aware, we already monitor project location and weeks on each location on your behalf, as part of our current compliance procedures.

Q) How on earth do I Identify comparable workers and rates?

A) As part of our GLA accreditation, we implemented a worker audit that identifies work practices, location, H&S etc, reaching as far as the end client. Adding additional data, such as comparable permanent rates will not be a problem.

Q) Each worker may have differing Holiday entitlement, how can I handle this?

A) We already identify and apply individual holiday entitlements per worker.

Q) How do I decide who is really self-employed, and therefore exempt?

A) As part of our current services, we provide a full IR35/self employed assessment for those wishing to be paid as a subcontractor.

Q) Not all my workers are umbrella workers, what about the rest of my workforce?

A) Zeva is not just an umbrella company, but a total payroll solution. We can take your entire workforce providing a single invoice solution, and give you a unique competitive advantage unavailable from any other provider.

Q) Can I conform to AWR, and still receive a competitive advantage over my competition?

A) Yes. Whatever the costs of implementing AWR for your competitors are, Zeva can still guarantee your competitive advantage