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I can confirm that I am account holder of the bank details provided to Abstract recruitment Ltd and authorise for my salary to be paid into the details I have provided.
Next of Kin (please provide Abstract Recruitment contact details of who we should contact in the invent of an emergency)
Please provide Abstract Recruitment with your work history by either uploading your CV or by completing the work history tab.
Please complete your work history using the form provided, please provide a minimum of 5 years work history (where possible)
Please provide Abstract Recruitment with details of a character reference, we cannot accept any immediate family as your character reference
Please update the qualification section below with any qualifications that are relevant to the position you are applying for/seeking:
consent to Abstract recruitment processing my criminal records information for the purposes of providing work finding services to me and any legal obligations it may have to process such information.
Do you suffer from or have you ever suffered from?
I, the undersigned, confirm that the above is correct to the best of knowledge and I am happy for the information to be disclosed to a third part, For Example the client where you will be working.
The purpose of this questionnaire is to make sure that you are suited to working at night. All the information you provide will be kept confidential.
Do you suffer from any of the following health conditions?
If you have answered 'yes' to any of the above questions, you may be asked to see a doctor or nurse.
1.1 In this Agreement the following definitions apply:
1.2. References to the singular include the plural and references to the masculine include the feminine and vice versa.
1.3. The headings contained in this Agreement are for convenience only and do not affect their interpretation.
The Working Time Regulations 1998 [or the Working Time (Northern Ireland) Regulations 1998] (as amended) provide that the Agency Worker shall not work on an Assignment with the Client in excess of the Working Week unless s/he agrees in writing that this limit should not apply.
The Agency Worker hereby agrees that the Working Week limit shall not apply to the Assignment.
4.1. The Agency Worker may end this Agreement by giving the Employment Business one week notice in writing.
4.2. For the avoidance of doubt, any notice bringing this Agreement to an end shall not be construed as termination by the Agency Worker of an Assignment with a Client.
4.3. Upon the expiry of the notice period set out in clause 4.1 the Working Week limit shall apply with immediate effect.
This Agreement is governed by the law of [England & Wales/Scotland/ Northern Ireland] and is subject to the exclusive jurisdiction of the Courts of [England & Wales/Scotland/ Northern Ireland]. [see Note 2]
Abstract Recruitment, or our clients may request to conduct a search on candidates and/or their belongings in the case of suspected misconduct.By law, you do not have to agree to be searched, and you do have the lawful right to refuse, however Abstract Recruitment encourage candidates to partake.
I can confirm that I will be compliant with any searches requested by Abstract Recruitment, or by the workplace on site.
Some assignments may involve different dress code requirements. You will be notified of this when you are told
about your assignment.
I can confirm that Abstract Recruitment have provided me with PPE at no charge:
To the balancing the level 'reasonably practicable'. This means balancing the level of risk against the measures needed to control the risk in terms of money, time and trouble.
You should definitely provide mechanical aids if it is reasonably practicable to do so and the risks identified in your risk assessment can be reduced or eliminated by this means. But you should consider mechanical aids in other situations as well - they can improve productivity as well as safety. Even something as simple as a sack truck can make a big improvement.
Training is important but remember that, on its own, it can't overcome:
Training should cover:
Here are some practical tips, suitable for use in training people in safe manuel handling.
Think before lifting/handling. Plan the lift. Can handling aids be used? Where is the load going to be placed? Will help be needed with the load? Remove obstructions such as discarded wrapping materials. For a long lift, consider resting the load midway on a table or bench to change grip.
Adopt a stable position. The feet should be apart with one leg slightly forward to maintain balance (alongside the load, if it is on the ground). The worker should be prepared to move their feet during the lift to maintain their stability. Avoid tight clothing or unsuitable footwear, which may make this difficult.
Get a good hold. Where possible, the load should be hugged as close as possible to the body. This may be better than gripping it tightly with hands only.
Start in a good posture. At the start of the lift, slight bending of the back, hips and knees is preferable to fully flexing the back (stooping) or fully flexing the hips and knees (squatting).
Don't flex the back any further while lifting. This can happen if the legs begin to straighten before starting to raise the load.
Keep the load close to the waist. Keep the load close to the body for as long as possible while lifting. Keep the heaviest side of the load next to the body. If a close approach to the load is not possible, try to slide it towards the body before attempting to lift it.
Avoid twisting the back or leaning sideways, especially while the back is bent. Shoulders should be kept level and facing in the same direction as the hips. Turning by moving the feet is better than twisting and lifting at the same time.
Keep the head up when handling. Look ahead, not down at the load, once it has been held securely.
Move smoothly. The load should not be jerked or snatched as this can make it harder to keep control and can increase the risk of injury.
Don't lift or handle more than can be easily managed. There is a difference between what people can lift and what they can safely lift. If in doubt, seek advice or get help.
Put down, then adjust. If precise positioning of the load is necessary, put it down first, then slide it into the desired position.
Here are some practical points to remember when loads are pushed or pulled.
Handling devices. Aids such as barrows and trolleys should have handle heights that are between the shoulder and waist. Devices should be well maintained with wheels that run smoothly. The law requires that equipment is maintained. When you buy new trolleys etc, make sure they are good quality with large diameter wheels made of suitable material and with castors, bearings etc which will last with minimum maintenance. Consulting your employees and safety representatives will help, as they know what works and what doesn't.
Force. As a rough guide the amount of force that needs to be applied to move a load over a flat, level surface using a well-maintained handling aid is at least 2% of the load weight. For example, if the load weight is 400 kg, then the force needed to move the load is 8 kg. The force needed will be larger, perhaps a lot larger, if conditions are not perfect (eg wheels not in the right position or a device that is poorly maintained). The operator should try to push rather than pull when moving a load, provided they can see over it and control steering and stopping.
Slopes. Employees should get help from another worker whenever necessary, if they have to negotiate a slope or ramp, as pushing and pulling forces can be very high. For example, if a load of 400 kg is moved up a slope of 1 in 12 (about 5°), the required force is over 30 kg even in ideal conditions - good wheels and a smooth slope. This is above the guideline weight for men and well above the guideline weight for women.
Uneven surfaces. Moving an object over soft or uneven surfaces requires higher forces. On an uneven surface, the force needed to start the load moving could increase to 10% of the load weight, although this might be offset to some extent by using larger wheels. Soft ground may be even worse.
Stance and pace. To make it easier to push or pull, employees should keep their feet well away from the load and go no faster than walking speed. This will stop them becoming too tired too quickly.
It's a matter of judgement in each case, but there are certain things to look out for, such as people puffing and sweating, excessive fatigue, bad posture, cramped work areas, awkward or heavy loads or people with a history of back trouble. Operators can often highlight which activities are unpopular, difficult or hard work.
It is difficult to be precise — so many factors vary between jobs, workplaces and people. But the general risk assessment guidelines in the next section should help you identify when you need to do a more detailed risk assessment.
There is no such thing as a completely 'safe' manuel handling operation. But working within the following guidelines will cut the risk and reduce the need for a more detailed assessment.
1. Abstract Recruitment Limited believes that it is essential that all employees, workers and those who render
services to the Company or at the Company’s premises are in full command of themselves and of all of their
faculties throughout the working day.
2. Abstract Recruitment requires you to present yourself for work on each occasion required under your contract
in complete command of all your faculties i.e. without any dependence on alcohol or any other drugs of a
non-medicinal nature and to maintain that state until the completion of your working hours under your contract.
If during the course of your working day you have to take medicinal drugs on a regular basis, this fact should
be known to your Branch Manager confidentially.
3. In the event that you present yourself at work or during working hours you are in a condition where your
Branch Manager believes you to be under the influence of alcohol or drugs and you are not able to carry out your
duties in a proper, fit and safe way you will not be allowed to commence work or continue work. Instead you will
be suspended without pay and not allowed to return until such a time as you are in full control of your
4. In addition, such behaviour will be subject to the disciplinary procedure of Abstract Recruitment and after
due investigation may result in dismissal as a result of gross misconduct.
5. Abstract Recruitment is obliged to investigate all the circumstances surrounding such behaviour prior to
commencing the disciplinary procedure and this may, where necessary, include seeking medical advice as to your
condition including requiring you to submit to a medical examination. Abstract Recruitment is obliged to
investigate such matters in as much detail as possible and therefore expects you to comply with any requests
that you submit to such examinations. You may appeal in accordance with the Company’s disciplinary procedure.
6. If the disciplinary procedure is evoked and you receive a disciplinary sanction short of dismissal or if you
have a successful appeal Abstract Recruitment will recommend that you take advantage of counselling services to
help control your problem and you will be required to act of any such recommendation. In the event that you need
to be absent from work for a period of treatment for either alcohol or drug dependency a reasonable leave of
absence will normally be granted to cover this on an unpaid basis.
7. If Abstract Recruitment suspects that you are in the possession of alcohol or drugs you will be required to
consent to a search of your belongings. If you are found to be in possession of any alcohol or illegal
substances, you will be suspended from your duties pending further investigation. This matter will be dealt with
under the Company’s disciplinary procedure and after due investigation it may result in dismissal for gross
8. If Abstract Recruitment believes you are dealing, buying, selling or receiving drugs or alcohol you will be
suspended from your duties while an investigation is carried out. Where a criminal offence is suspected, the
Company shall inform the police.
9. All employees and workers are required to inform Abstract Recruitment or any appropriate person if they
suspect any fellow worker may be acting in breach of this policy.
I confirm that I have Read and understood Abstract Recruitment Ltd Drug and Alcohol policy and agree to adhere to
the policy whilst employed by Abstract Recruitment.
This document sets out key information about your relationship with us and the intermediary company used in your engagement, including details about pay, holiday entitlement and other benefits.
For further information please contact Abstract Recruitment Ltd.
The Employment Agency Standards (EAS) Inspectorate is the government authority responsible for the enforcement of certain agency worker rights.You can raise a concern with them directly on 020 7215 5000 or through the Acas helpline on 0300 123 1100, Monday to Friday, 8am to 6pm.
You are being paid through an intermediary: a third-party organisation that will calculate your tax and other
deductions and then pay you for the work undertaken for the hirer. We will still be finding you assignments.
The money earned on your assignments will be transferred to the intermediary as part of their income. Your
Employer will then pay you your wage. All the deductions made which affect your wage are listed below. If you
have any queries about these please contact us
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
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
(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.
2.1. These Terms constitute the entire agreement between the Employment Business and the
for the supply of services to the Hirer and they shall govern all Assignments undertaken by
Worker. The contract between the parties starts on the first day of the First Assignment
Terms however, no contract shall exist between the Employment Business and the Agency Worker
Assignments. These Terms shall prevail over any other terms put forward by the Agency
2.2. During an Assignment the Employment Business will engage the Agency Worker on a contract
services on these Terms. For the avoidance of doubt, the Agency Worker is not an employee of
Employment Business although the Employment Business is required to make the Deductions from
Worker’s pay. These Terms shall not give rise to a contract of employment between the
Business and the Agency Worker, or the Agency Worker and the Hirer. The Agency Worker is
worker, and is entitled to certain statutory rights as such, but nothing in these Terms
construed as giving the Agency Worker rights in addition to those provided by statute except
2.3. No variation or alteration to these Terms shall be valid unless the details of such
agreed between the Employment Business and the Agency Worker and set out in writing and a
varied terms is given to the Agency Worker no later than 5 business days following the day
variation was made stating the date on or after which such varied terms shall apply.
3.1. The Employment Business will endeavour to obtain suitable Assignments for the Agency
perform the agreed Type of Work. The Agency Worker shall not be obliged to accept any
offered by the Employment Business.
3.2. The Agency Worker acknowledges that the nature of temporary work means that there may be
when no suitable work is available and agrees that:
3.3. At the same time as an Assignment is offered to the Agency Worker the Employment
Business shall provide the Agency Worker with an Assignment Details Form setting out the
For the purposes of the Conduct Regulations:
3.3.1. the identity of the Hirer, and if applicable the nature of their business;
3.3.2. the date the Assignment is to commence and the duration or likely duration of
3.3.3. the Type of Work, location and details of hours during which the Agency Worker
would be required to work;
3.3.4. the Actual Rate of Pay that will be paid, intervals and any expenses payable by or
to the Agency Worker;
3.3.5. any risks to health and safety known to the Hirer in relation to the Assignment
and the steps the Hirer has taken to prevent or control such risks;
3.3.6. what experience, training, qualifications and any authorisation required by law or
a professional body the Hirer considers necessary or which are required by law to work
in the Assignment; and
For the purposes of Section 1 of the Employment Rights Act:
3.3.7. any other paid leave such as maternity, paternity or adoption leave;
3.3.8. the details of pension entitlements and pensions schemes; and
3.3.9. any other benefits
3.4. Where the Employment Business does not give such information in paper form or by
electronic means, it shall confirm the information by such means by the end of the third
business day (excluding Saturday, Sunday and any Public or Bank Holiday) following except
3.4.1. the Agency Worker is being offered an Assignment in the same position as one in
which the Agency Worker has previously been supplied within the previous 5 business days
and such information has already been given to the Agency Worker and remains unchanged;
3.4.2. subject to clause 3.5, the Assignment is intended to last for 5 consecutive
business days or less and such information has previously been given to the Agency
Worker before and remains unchanged, the Employment Business needs only to provide
written confirmation of the identity of the Hirer and the likely duration of the
3.5. Where the provisions of clause 3.4 are met but the Assignment extends beyond the
intended 5 consecutive business day period, the Employment Business shall provide such
information set out in clause 3.3 to the Agency Worker in paper or electronic form within 8
days of the start of the Assignment.
3.6. For the purpose of calculating the average number of weekly hours worked by the Agency
Worker on an Assignment for the purposes of the WTR, the start date for the relevant
averaging period shall be the date on which the Agency Worker commences the First
3.7. If, before or during an Assignment or during the Relevant Period, the Hirer wishes to
Engage the Agency Worker directly or through another employment business, the Agency Worker
acknowledges that the Employment Business will be entitled either to charge the Hirer a
Transfer Fee or to agree a Period of Extended Hire with the Hirer at the end of which the
Agency Worker may be Engaged directly by the Hirer or through another employment business
without further charge to the Hirer. In addition, the Employment Business will be entitled
to charge a Transfer Fee to the Hirer if the Hirer introduces the Agency Worker to a third
party (other than another employment business) who subsequently Engages the Agency Worker,
directly or indirectly, before or during an Assignment or within the Relevant Period.
3.8. If the Agency Worker has completed the Qualifying Period on the start date of the
relevant Assignment or following completion of the Qualifying Period during the relevant
Assignment, and if the Agency Worker is entitled to any terms and conditions relating to the
duration of working time, night work, rest periods and/or rest breaks under the AWR which
are different and preferential to rights and entitlements relating to the same under the
WTR, any such terms and conditions will be as set out in the relevant Assignment Details
Form or any variation to the relevant Assignment Details Form (as appropriate).
4.1. The Agency Worker is not obliged to accept any Assignment offered by the Employment
Business but if the Agency Worker does accept an Assignment, then during every Assignment
and afterwards where appropriate, s/he will:
4.1.1. co-operate with the Hirer’s reasonable instructions and accept the direction,
supervision and control of any responsible person in the Hirer’s organisation;
4.1.2. observe any relevant rules and regulations of the Hirer’s establishment (including
normal hours of work) to which attention has been drawn or which the Agency Worker might
reasonably be expected to ascertain;
4.1.3. take all reasonable steps to safeguard his or her own health and safety and that
of any other person who may be present or be affected by his or her actions on the
Assignment and comply with the Health and Safety policies and procedures of the Hirer;
4.1.4. not engage in any conduct detrimental to the interests of the Employment Business
and/ or Hirer which includes any conduct which could bring the Employment Business
and/or the Hirer into disrepute and/or which results in the loss of custom or business
by either the Employment Business or the Hirer;
4.1.5. not commit any act or omission constituting unlawful discrimination against or
harassment of any member of the Employment Business's or the Hirer's staff;
4.1.6. not at any time tell or give to any person, nor use for his or her own or any
other person’s benefit, any Confidential Information relating to the Hirer’s or the
Employment Business’s employees, business affairs, transactions or finances;
4.1.7. on completion of the Assignment or at any time when requested by the Hirer or the
Employment Business, return to the Hirer or where appropriate, to the Employment
Business, any Hirer property or items provided to the Agency Worker in connection with
or for the purpose of the Assignment, including, but not limited to any equipment,
materials, documents, swipe cards or ID cards, uniforms, personal protective equipment
4.2. if the Agency Worker accepts any Assignment offered by the Employment Business, as
soon as possible prior to the commencement of each such Assignment and during each
Assignment (as appropriate) and at any time at the Employment Business’s request, the
Agency Worker undertakes to:
4.2.1. inform the Employment Business of any Calendar Weeks prior to the date of
commencement of the relevant Assignment and/or during the relevant Assignment in
which the Agency Worker has worked in the same or a similar role with the relevant
Hirer via any third party and which the Agency Worker believes count or may count
toward the Qualifying Period;
4.2.2. provide the Employment Business with all the details of such work, 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; and
4.2.3. inform the Employment Business if s/he has prior to the 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:
18.104.22.168. completed two or more assignments with the Hirer;
22.214.171.124. completed at least one assignment with the Hirer and one or more earlier
assignments with any member of the Hirer's Group; and/or
126.96.36.199. worked in more than two roles during an assignment with the Hirer and on
least two occasions worked in a role that was not the same role as the
4.3. If the Agency Worker is unable for any reason to attend work during the course of an
Assignment s/he should inform the Employment Business within 1 hour of the commencement of
the Assignment or shift. In the event that it is not possible to inform the Employment
Business within these timescales, the Agency Worker should alternatively inform the Hirer
and then the Employment Business as soon as possible.
4.4. If, either before or during the course of an Assignment, the Agency Worker becomes aware
of any reason why s/he may not be suitable for an Assignment, s/he shall notify the
Employment Business without delay.
4.5. The Agency Worker warrants that in relation to these Terms, s/he shall comply strictly
with all provisions applicable to him/her under the Data Protection Laws and shall not do or
permit to be done anything which might cause the Employment Business or the Hirer to breach
any Data Protection Laws.
4.6. The Agency Worker acknowledges that any breach of his/her obligations set out in these
Terms may cause the Employment Business to suffer loss and that the Employment Business
reserves the right to recover such losses from the Agency Worker.
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 or is completed before the end of a week) the Agency Worker
shall deliver to the Employment Business a timesheet duly completed to indicate the number
of hours worked during the preceding week (or such lesser period) and signed by an
authorised representative of the Hirer.
5.2. Subject to clause 5.3, the Employment Business shall pay the Agency Worker for all hours
worked regardless of whether the Employment Business has received payment from the Hirer for
5.3. Where the Agency Worker does not submit a properly authenticated timesheet the
Employment Business shall, in a timely fashion, conduct further investigations into the
hours claimed by the Agency Worker and the reasons that the Hirer has refused to sign a
timesheet in respect of those hours. This may delay any payment due to the Agency
Worker. The Employment Business will not pay the Agency Worker for hours not worked.
5.4. For the avoidance of doubt and for the purposes of the WTR, the Agency Worker’s working
time shall only consist of those periods during which s/he is carrying out activities or
duties for the Hirer as part of the Assignment. Time spent travelling to the Hirer’s
premises (apart from time spent travelling between two or more premises of the Hirer), lunch
breaks and other rest breaks shall not count as part of the Agency Worker’s working time for
these purposes. This clause 5.4 is subject to any variation set out in the relevant
Assignment Details Form or any variation to the relevant Assignment Details Form which the
Employment Business may make for the purpose of compliance with the AWR.
6.1. For each Assignment the Employment Business shall pay to the Agency Worker the Hourly
Rate. The Actual Rate of Pay will be notified on a per Assignment basis and set out in the
relevant Assignment Details Form.
6.2. If the Agency Worker has completed the Qualifying Period on the start of the relevant
Assignment or following completion of the Qualifying Period during the relevant Assignment,
the Employment Business shall pay to the Agency Worker the Actual QP Rate of Pay which will
be notified on a per Assignment basis and set out in the relevant Assignment Details Form or
any variation to the relevant Assignment Details Form.
6.3. The Hourly Rate, Actual Pay of Rate or Actual QP Rate of Pay, as applicable, will be
paid weekly in arrears, subject to any Deductions and or Agreed Deductions, together with
any agreed Emoluments.
6.4. Subject to any statutory entitlement under the relevant legislation referred to in
clauses 7 (Annual leave) and 8 (Sickness absence) below and any other statutory entitlement,
the Agency Worker is not entitled to receive payment from the Employment Business or the
Hirer for time not spent on Assignment, whether in respect of holidays, illness or absence
for any other reason unless otherwise agreed.
6.5. Subject to compliance with Regulation 12 of the Conduct Regulations, the Employment
Business reserves the right in its absolute discretion to deduct from the Agency Worker’s
pay any sums which s/he may owe the Employment Business including, without limitation, any
overpayments or loans made to the Agency Worker by the Employment Business or any losses
suffered by the Employment Business as a result of his/her negligence or breach of either
the Employment Business’s or the Hirer’s rules.
6.6. If the Employment Business provides any equipment or clothing to the Agency Worker to be
used in the course of an Assignment with the Hirer, the Agency Worker must take reasonable
care of the equipment or clothing. Furthermore, the Agency Worker must return any equipment
or clothing to the Employment Business upon termination of the Terms or within 3 days of a
request from the Employment Business. If the Agency Worker does not comply with the
obligations set out in this clause, the Employment Business reserves the right to deduct the
cost of replacement equipment or clothing from any sums owed to the Agency Worker. The
question of whether the Agency Worker has taken reasonable care of the equipment or clothing
will be solely assessed by the Employment Business’s reasonable judgement.
7.1. The Agency Worker is entitled to paid annual leave according to the statutory minimum as
provided by the WTR from time to time. The current statutory entitlement to paid annual
leave under the WTR is 5.6 weeks.
7.2. The Agency Worker’s entitlement to payment for annual leave under clause 7.1 accrues in
proportion to the amount of time worked by him/ her on Assignment during the Leave Year.
7.3. Under the AWR, on completion of the Qualifying Period the Agency Worker may be entitled
to paid and/or unpaid annual leave in addition to the Agency Worker's entitlement to paid
annual leave under the WTR and in accordance with clauses 7.1 and 7.2. If this is the case,
any such entitlement(s), the date from which any such entitlement(s) will commence and how
payment for such entitlement(s) accrues will be as set out in the relevant Assignment
Details Form or any variation to the relevant Assignment Details Form.
7.4. The Agency Worker must take all annual leave during the Leave Year in which it accrues
and, except as may be set out in the relevant Assignment Details Form or any variation to
the relevant Assignment Details Form, the Agency Worker may not carry any annual leave
forward to the next year. The Agency Worker is responsible for ensuring that they request
and take all paid annual leave within the Leave Year.
7.5. If the Agency Worker wishes to take paid annual leave during an Assignment s/he should
notify the Employment Business of the dates of his/her intended absence giving notice of at
least twice the length of the period of annual leave that s/he wishes to take. In certain
circumstances the Employment Business may require the Agency Worker to take paid annual
leave at specific times or notify the Agency Worker of periods when paid annual leave cannot
be taken. Where the Agency Worker has given notice of a request to take paid annual leave in
accordance with this clause, the Employment Business may give counter-notice to the Agency
Worker to postpone or reduce the amount of leave that the Agency Worker wishes to take. In
such circumstances the Employment Business will inform the Agency Worker in writing giving
at least the same length of notice as the period of leave that it wishes to postpone or
reduce it by.
7.6. Subject to clause 7.3, the amount of payment which the Agency Worker will receive in
respect of periods of annual leave taken during an Assignment will be calculated in
accordance with and paid in proportion to the number of hours which the Agency Worker has
worked on Assignment.
7.7. Subject to clause 7.3, during any Assignment during the first Leave Year, the Agency
Worker is entitled to request leave at the rate of one-twelfth of the Agency Worker’s total
holiday entitlement in each month of the leave year.
7.8. Except where this clause is amended by the Assignment Details Form, where a bank holiday
or other public holiday falls during an Assignment and the Agency Worker does not work on
that day, then subject to the Agency Worker having accrued entitlement to payment for leave
in accordance with clause 7.2 or clause 7.3 (if applicable) that day shall count as part of
the Agency Worker’s paid annual leave entitlement.
7.9. Where these Terms are terminated by either party, the Agency Worker shall repay to the
Employment Business an amount in respect of any holiday periods taken in excess of the
holiday entitlement for that year and the Agency Worker hereby authorises the Employment
Business to take repayment of such monies by way of deduction from any final payment owed to
the Agency Worker.
8.1. The Agency Worker may be eligible for statutory sick pay (SSP) provided that s/he meets the
relevant statutory criteria.
8.2. The Agency Worker must give the Employment Business evidence of incapacity to work, which
may be by way of a self-certificate for the first 7 days of incapacity and a doctor’s
8.3. For the purposes of SSP there is one qualifying day per week during the course of an
Assignment and that qualifying day shall be the Wednesday in every week.
8.4. If the Agency Worker submits a statement of fitness for work (“the Statement”) or similar
medical evidence, which indicates that the Agency Worker may, subject to certain conditions, be
fit to work/return to work, the Employment Business will in its absolute discretion determine
whether the Agency Worker will be (a) placed in a new Assignment or (b) permitted to continue in
an ongoing Assignment. In making such determination the Employment Business may consult with the
Hirer and the Agency Worker as appropriate to assess whether the conditions identified in the
Statement or similar documentation can be satisfied for the duration of the Assignment.
8.5. Where clause 8.4 applies, the Agency Worker’s placement in a new Assignment or continuation
in an ongoing Assignment may be subject to the Agency Worker agreeing to a variation of the
Terms or the assignment details set out in the Assignment Details Form to accommodate any
conditions identified in the Statement or other similar medical evidence as is appropriate.
9.1. Any of the Employment Business, the Agency Worker or the Hirer may terminate the Agency Worker’s
Assignment at any time without prior notice or liability.
9.2. The Agency Worker acknowledges that the continuation of an Assignment is subject to and conditioned
by the continuation of the contract entered into between the Employment Business and the Hirer. If the
contract between the Employment Business and the Hirer is terminated for any reason, the Assignment
shall cease with immediate effect without liability to the Agency Worker (except for payment for hours
worked by the Agency Worker up to the date of termination of the Assignment).
9.3. If the Agency Worker does not tell the Hirer or the Employment Business that they are unable to
attend work during the course of an Assignment (as required in clause 4.3) this will be treated as
termination of the Assignment by the Agency Worker in accordance with clause 9.1, unless the Agency
Worker can show that exceptional circumstances prevented him or her from complying with clause 4.3.
9.4. If the Agency Worker is absent during an Assignment and the Assignment has not been otherwise
terminated under clauses 9.1 or 9.3 above, the Employment Business will be entitled to terminate the
Assignment in accordance with clause 9.1 if the work to which the Agency Worker was assigned is no
9.5. If the Agency Worker does not report to the Employment Business to notify his/her availability for
work for a period of 3 weeks, this contract for services will automatically terminate and the Employment
Business will forward his/her P45 to his/her last known address.
The Agency Worker acknowledges that all copyright, trademarks, patents and other intellectual property
rights deriving from services carried out by him/her for the Hirer during the Assignment shall belong to
the Hirer. Accordingly, the Agency Worker shall execute all such documents and do all such acts as the
Employment Business shall from time to time require in order to give effect to its rights pursuant to
1.1.1. In order to protect the confidentiality and trade secrets of any Hirer and the Employment Business
and without prejudice to every other duty to keep secret all information given to it or gained in
confidence the Agency Worker agrees as follows:
11.1.2. to deliver up to the Hirer or the Employment Business (as directed) at the end of each
Assignment all documents and other materials belonging to the Hirer (and all copies) which are in
its possession including documents and other materials created by him/her during the course of the
11.1.3. not at any time to make any copy, abstract, summary or précis of the whole or any part of any
document or other material belonging to the Hirer except when required to do so in the course of its
duties under an Assignment in which event any such item shall belong to the Hirer or the Employment
Business as appropriate.
The Agency Worker acknowledges that the Employment Business must process personal data about him/her in order to properly fulfil its obligations under these Terms and as otherwise required by law in relation to his/ her engagement in accordance with the Data Protection Laws. Such processing will principally be for personnel, administrative and payroll purposes.
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.
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. 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, when that email is sent.
None of the provisions of these Terms are intended to be for the benefit of or enforceable by third parties and the operation of the Contracts (Rights of Third Parties) Act 1999 is excluded.
These Terms are governed by the law of England & Wales and are subject to the exclusive jurisdiction of the Courts of England & Wales.
hereby give my consent to the Abstract Recruitment to process the following information:
[Date of birth]
[Contact details, including telephone number, email address and postal address]
[Experience, training and qualifications]
[National insurance number]
Details for biometric clock in machine to record your hours/timesheet
[Disability/health condition relevant to the role]
I consent to the Abstract Recruitment processing the above personal data for the following purposes:
For Abstract Recruitment Ltd to provide me with work-finding services.
For Abstract Recruitment Ltd to process with or transfer my personal data to their [named] client/s in
order to provide me with work-finding services.
For Abstract Recruitment Ltd to process my data on a computerised database Uattend/abstract internal
secure sever in order to provide me with work-finding services.
For Abstract Recruitment Ltd to process my data using automated decision-making processes
I also consent to the Company processing my personal data with third parties including [The REC] for the purposes
of internal audits and investigations carried out on the Company to ensure that the Company is complying with
all relevant laws and obligations.
The consent I give to Abstract Recruitment Ltd will last for 3 years.
I am aware that I have the right to withdraw my consent at any time by informing Abstract Recruitment Ltd.