If you think you have been denied your rights under the Agency Workers Regulations 2010 (AWR), you can make a claim to an employment tribunal. The Labour Relations Agency (LRA) offers free, confidential and impartial advice on all employment rights issues. Before April 2020, the Regulations provided that the right to equal pay after 12 weeks did not apply to agency workers who have a permanent contract with the agency. Your agency should contact you to explain that after 12 weeks you’re entitled to the same pay as a permanent employee doing the same job. As an agency worker, you have certain rights when using temp, recruitment agencies or employment agencies to find work - pay, holidays, equal treatment, fees However, the nature of agency work means there are special situations that make it useful for both the agency and the agency worker to have a general understanding of how these rights work in practice. To reply to you, we need your email address, Coronavirus (COVID-19) information and advice  ... more, Agency workers entitled to equal treatment after 12 weeks, Agency workers: entitlement to equal treatment from day one, Agency workers: pregnant workers and new mothers, Agency workers: what information you should get and when, Tips when using entertainment and modelling agencies, contact the relevant government organisation directly, dcs.incomingpostteamdhc2@nissa.gsi.gov.uk, customerservice.unit@communities-ni.gov.uk, Driver and Vehicle Licensing Agency (DVLA), Swansea, Driver & Vehicle Agency (DVA), Northern Ireland, Public Record Office of Northern Ireland (PRONI) enquiry service, CustomerInformation.LandRegistration@finance-ni.gov.uk, basic pay, including holiday pay, overtime and bonuses linked to your performance, life of working time – for example, not being expected to work more hours a week than those who are directly recruited, annual leave (where this is above your legal entitlement you may receive an additional payment, as part of the hourly rate or at the end of the assignment, instead of the additional leave), you move to a new assignment with a new hirer where you stay with the same hirer but you are no longer in the same role – you are doing a 'substantively different' role, there is a break between assignments with the same hirer of more than six calendar weeks, a break for any reason that is no more than six calendar weeks and you return to the same role at the same hirer, a break of up to 28 weeks because you are incapable of work because of sickness or injury, any break where you take your leave entitlements, such as annual leave, a break which is due to the workplace closing, such as a Christmas shutdown, a break caused by a strike or other industrial action at the workplace, a break due to attending jury service up to 28 weeks, pregnancy, childbirth or maternity breaks which take place during pregnancy and up to 26 weeks after childbirth, any breaks due to taking maternity leave, adoption leave or paternity leave, a written statement of employment details, collective agreements -which are agreements negotiated between the hirer and a trade union, company handbooks or similar including those found on intranets or staff notice boards, two roles with the same hirer or connected hirers (for example, within the same group), whether the roles were substantively different, basic pay based on the annual salary you would have received if you had been recruited directly (usually converted into hourly or daily rate and taking into account any pay increments you would have received), overtime payments – depending on any requirements about the number of hours you would need to have worked if you had been recruited directly, bonus or commission payments linked to the amount and quality of work you do for example, achievement of sales targets, bonuses linked to personal performance or non-contractual payments that are made with such regularity that they are a matter of custom and practice, vouchers or stamps which have a monetary value and capable of being exchanged for money, goods or services, for example, luncheon vouchers, child care vouchers but not salary sacrifice schemes, occupational schemes – sick pay, maternity, paternity and adoption pay, but you may be entitled legally to payments – check with your agency, payment for time off to carry out trade union duties, guarantee payments, as they apply to directly recruited staff if laid off, advances in pay, for example, for season tickets, payments or rewards linked to financial participation schemes such as share ownership, majority of benefits in kind, such as, reduced-rate mortgages, employer-funded training allowances, but excluding those which have monetary value as referred to in 'pay includes' list above, bonuses not linked directly to the contribution of the individual,  such as flat rate bonus paid to workforce to encourage loyalty or reward long service or based on the hirer’s overall performance and there is no recognition of your personal contribution, additional, non-contractual bonuses as long as these payments are not made with such regularity that they have become custom and practice, annual leave (where this is above the legal entitlement of 5.6 weeks), Driver licensing and tests, MOT and vehicle testing. Pregnant workers’ and new mothers’ rights after 12 weeks’ employment . Pay (including commission, individual performance bonuses, holiday pay, overtime, shift work). So, Swedish derogation falls outside the rules of … We use this information to make the website work as well as possible and improve government services. After 12 weeks in the job you qualify for the same rights as someone employed directly. Agency workers will be given the same employment rights as permanent staff after 12 weeks under proposals agreed between the government and unions. I believe that new directives were bought in last year so that after 12 weeks agency staff had the same rights and benefits as employees employed direct from the company. For queries or advice about passports, contact HM Passport Office. If this is the case, the qualifying period would start again. 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