Register with Abstract Recruitment

In order to complete a registration with Abstract Recruitment, you will need the following information available:

Your right to work in the UK
Your previous employment history/ education/ qualifications
Your National insurance numbers
Your bank details

Recruitment Registration Form.

Please make sure to fill all required fields marked with an Asterisk （*).
Please use jpg or png images file types for uploads, CV accepted file types are Docx and PDF

Title(*)

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Photo upload

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Would you like to upload a photo of yourself?(*)

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Name(*)

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Surname(*)

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Date of Birth(*)

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Mobile Phone Number(*)

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Home Landline Number

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Email Address(*)

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Post code(*)

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Building Name

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Address Line 1

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Area or locality

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Town or City

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Building Number

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Address Line 2

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County

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Nationality

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Upload photo of RTW/PDF (RIGHT TO WORK)

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Upload National insurance Photo

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Do you have a National insurance number?(*)

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Please enter your National Insurance Number

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Do you have a UK bank account?(*)

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Name of Bank(*)

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Account Name(*)

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Sort code(*)

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Account number(*)

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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.

Full Name(*)

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Date(*)

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Signature of Bank Account(*)

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Next of Kin Information

Next of Kin (please provide Abstract Recruitment contact details of who we should contact in the invent of an emergency)

Name(*)

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Phone Number(*)

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Address(*)

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Relationship(*)

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Candidate Availability Information

Do you have a UK driving licence?(*)

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How will you travel to work?(*)

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What type of work are you applying for?(*)

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Please tell us what other work type

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Full Time or Part Time work?(*)

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Other Work Type

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When are you available to start work?(*)

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Work History

Please provide Abstract Recruitment with your work history by either uploading your CV or by completing the work history tab.

Work History(*)

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Upload my CV

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Please complete your work history using the form provided, please provide a minimum of 5 years work history (where possible)

Number of Previous Employers(*)

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Employers Name 1

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Position 1

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Start Date 1

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End Date 1

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Reason for leaving 1

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Name of reference 1

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Position of reference 1

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Employers Name 2

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Position 2

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Start Date 2

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End Date 2

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Reason for leaving 2

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Name of reference 2

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Position of reference 2

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Employers Name 3

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Position 3

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Start Date 3

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End Date 3

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Reason for leaving 3

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Name of reference 3

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Position of reference 3

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Employers Name 4

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Position 4

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Start Date 4

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End Date 4

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Reason for leaving 4

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Name of reference 4

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Position of reference 4

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Employers Name 5

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Position 5

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Start Date 5

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End Date 5

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Reason for leaving 5

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Name of reference 5

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Position of reference 5

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Character Reference

Please provide Abstract Recruitment with details of a character reference, we cannot accept any immediate family as your character reference

Name of Reference(*)

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Contact Number(*)

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Email Address(*)

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Relationship(*)

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Education and Qualifications

Please update the qualification section below with any qualifications that are relevant to the position you are applying for/seeking:

Qualifications Amount(*)

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Establishment 1

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From 1

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Establishment 2

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From 2

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Establishment 3

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From 3

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Establishment 4

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From 4

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Establishment 5

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From 5

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Qualification or Grade 1

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To 1

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Qualification or Grade 2

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To 2

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Qualification or Grade 3

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To 3

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Qualification or Grade 4

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To 4

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Qualification or Grade 5

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To 5

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Criminal Declaration

Have you ever been convicted of a criminal offence?(*)

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Do you have any unspent criminal convictions?(*)

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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.

Signature(*)

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Signature Date(*)

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Medical History

1. Have you had any difficulties with standing/ walking/driving/use of hands?(*)

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2. Have you ever been addicted to drugs (whether prescribed or non-prescribed)(*)

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3. Are you receiving any medical treatment of any kind?(*)

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4. Do you have any hearing difficulties or tinnitus (persisting ringing in your ears)?(*)

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5. Have you ever been denied a job on medical grounds?(*)

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6. Have you had a vision test in the last 2 years?(*)

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7. Do you have any other eye problems, e.g. Cataract/squint/previous surgery/recurrent eye stain(*)

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8. Have you had any medical conditions that would prevent you from being able to work at height?(*)

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9. Are you colour blind? (*)

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10. Do you wear glasses/contact Lenses?(*)

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11. Do you smoke more than 20 cigarettes per day? (*)

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12. Are you taking any regular medication?(*)

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13. Do you consider yourself to have a disability relevant to work available? (*)

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14. Would you have any difficulties maintaining a swift pace for prolonged periods of time? (*)

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If yes to any of the above, please give details here:

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Do you suffer from or have you ever suffered from?

15. Epilepsy, Faints or blackouts?(*)

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17. Hernias?(*)

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19. Allergies .e.g., Nuts, dairy etc.?(*)

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16. Insulin dependent diabetes?(*)

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18. Lung Conditions E.g. Asthma?(*)

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20. Server injuries or accidents e.g. Bone fractures?(*)

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If yes to any of the above, please give details here:

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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.

Signature(*)

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Name(*)

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Date(*)

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Health questionnaire to assess if you are fit to work nights

Would you consider working a night shift ?(*)

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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.

Job Title(*)

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Surname(*)

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First and second name/s(*)

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Sex(*)

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Date of birth(*)

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Permanent address(*)

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National Insurance number(*)

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Health Conditions

Do you suffer from any of the following health conditions?

Diabetes(*)

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Heart or circulatory disorders(*)

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Any condition which causes difficulties sleeping(*)

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Chronic chest disorders (especially if night-time symptoms are troublesome)(*)

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Any medical condition requiring medication to a strict timetable (*)

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Any other health factors that might affect fitness at work (*)

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If you have answered 'yes' to any of the above questions, you may be asked to see a doctor or nurse.

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.

Health Conditions signature(*)

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Health Conditions Date(*)

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48 hour Opt Out Agreement

Definitions

1.1 In this Agreement the following definitions apply:

"Agency Worker"

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"Assignment"

means the period during which the Agency Worker is supplied to provide services to the Client;

"Client"

means the person, firm or corporate body using the services of the Agency Worker

"Employment Business"

means Abstract Recruitment Ltd

"Working Week"

means an average of 48 hours each week calculated over a 17-week reference period.

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.

2. Restriction

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.

5. The Law

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]

Signed by the Agency Worker(*)

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Date(*)

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Abstract Recruitment Search Policy

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.

Name(*)

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Date(*)

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Signature(*)

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Health and Safety

Working Practices

Please do not operate an item of equipment unless trained and authorised to do so
Do not remove any guarding from equipment or deviate from your authorised usage of the equipment
Any defective equipment must be reported immediately, never attempt to repair this yourself
All duties must be carried out as instructed

Hazard/Warning Signs & Notices

It is important you read, understand and comply with all hazard/warning signs and notices displayed on the premises.

Working Conditions/Environment

Proper use must be made of all equipment and facilities provided to control working conditions/environment
Your work area must be kept clear/tidy
Waste/scrap must be disposed of in the appropriate containers

Protective Clothing & Equipment

Protective clothing/equipment must be used where required
You must never obstruct and fire escape route, fire equipment or doors.

Accidents

It is important you speak to a First Aider for any injury you may receive, irrespective of how minor, and ensure details and entered into the accident book
Report all incidents to your line manager where damage is caused to property

Health

It is your responsibility to report any medical condition which could affect the safety of yourself or others
Whilst at work you must be mindful of the health and safety of yourself and those around you
You must follow all rules relating to ‘no smoking areas’

Work Attire/Presentation

Steel toe capped shoes and boots
Hi-vis vest
Combat/dark work trousers
Dark top/shirt
No ripped jeans
No offensive t-shirts
No large logo t-shirts
No football/rugby shirts
Arrive clean and tidy

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:

Name(*)

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Date(*)

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Manuel Handling Guide

How far must I reduce the risk?

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.

Do I have to provide mechanical aids in every case?

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.

What about training?

Training is important but remember that, on its own, it can't overcome:

a lack of mechanical aids;
unsuitable loads;
bad working conditions.

Training should cover:

manuel handling risk factors and how injuries can occur;
how to carry out safe manuel handling, including good handling technique (see 'Good handling technique for lifting' and 'Good handling technique for pushing and pulling');
appropriate systems of work for the individual's tasks and environment;
use of mechanical aids;
practical work to allow the trainer to identify and put right anything the trainee is not doing safely.

Good handling technique for lifting

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.

Good handling technique for pushing and pulling

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.

How do I know if there's a risk of injury?

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.

General risk assessment guidelines

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.

Use Figure 1 to make a quick and easy assessment. Each box contains a guideline weight for lifting and lowering in that zone. (As you can see, the guideline weights are reduced if handling is done with arms extended, or at high or low levels, as that is where injuries are most likely to happen.)
Observe the work activity you are assessing and compare it to the diagram. First, decide which box or boxes the lifter's hands pass through when moving the load. Then, assess the maximum weight being handled. If it is less than the figure given in the box, the operation is within the guidelines.
If the lifter's hands enter more than one box during the operation, use the smallest weight. Use an in-between weight if the hands are close to a boundary between boxes.
The guideline weights assume that the load is readily grasped with both hands and that the operation takes place in reasonable working conditions, with the lifter in a stable body position.

Name(*)

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Signature(*)

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Date(*)

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Policy on Alcohol & Drugs in the Workplace

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 faculties.

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 misconduct.

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.

Name(*)

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Signature(*)

Sign Above

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Date(*)

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Key Information Document

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.

Your name:

Name

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Name of employment business:

Abstract Recruitment Limited

Name of intermediary company:

Shaw Financial London Ltd

Your employer:

To be confirmed (at the point of outsource)

Type of contract you will be engaged under:

Contract of Employment

Who will be responsible for paying you:

Your employer

How often the company and you will be paid:

Weekly

Intermediary Information

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


Any business connection between the intermediary, the employment business and the person responsible for paying you:	None
Expected or minimum gross rate of pay transferred to the intermediary company from us:	Agency to supply with new starter details – rate of pay.
Any other deductions from income (to include amounts or how they are calculated)	None
Expected or minimum rate of pay to you:	£ 8.91 PH
Deductions from your wage required by law:	Tax and National Insurance
Any other deductions or costs taken from your wage (to include amounts or how they are calculated:	Pension (if applicable)
Any fees for goods or services:	None
Holiday entitlement and pay:	5.6 weeks pro rata (or as otherwise agreed) Paid at an average rate to represent a standard week’s pay
Additional benefits:	None

Example Pay

	Intermediary fees	Worker fees
Example gross rate of pay to intermediary from us:	£8.72 x 36 hours = £313.92
Deductions from intermediary required by law:	ER NI £20.00
Any other deductions or costs taken from intermediary income:	None
Example rate of pay to you:		£8.72 x 36 hours = £313.92
Deductions from your pay required by law:		Tax £ 14.71 EE NI £17.39
Any other deductions or costs taken from your pay:		Pension contribution (if applicable)
Any fees for goods or services:		None
Example net take home pay:		£313.92 - £14.71 - £17.39 = £281.82

Terms of Engagement With an Agency Worker

DEFINITIONS AND INTERPRETATION

1.1 In these Terms the following definitions apply:

“Actual Rate of Pay”

means, unless and until the Agency Worker has completed the Qualifying Period, the rate of pay which will be paid for all time worked during an Assignment for each hour worked, as set out in the relevant Assignment Details Form;

“Actual QP Rate of Pay”

means the rate of pay which will be paid to the Agency Worker if and when s/he completes the Qualifying Period, as set out in any variation to the relevant Assignment Details Form;

“Agency Worker”

means(*)

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supplied by the Employment Business to provide services to the Hirer;

“Agreed Deductions”

means any deductions the Agency Worker has agreed can be made from their pay;

“Assignment”

means assignment services to be performed by the Agency Worker for the Hirer for a period of time during which the Agency Worker is supplied by the Employment Business to work temporarily for and under the supervision and direction of the Hirer;

“Assignment Details Form”

means written confirmation of the assignment details to be given to the Agency Worker upon acceptance of the Assignment;

“AWR”

means the Agency Workers Regulations;

"Calendar Week”

means any period of 7 days starting with the same day as the first day of the First Assignment;

"Conduct Regulations”

means the Conduct of Employment Agencies and Employment Businesses Regulations 2003;

"Confidential Information”

means any and all confidential commercial, financial, marketing, technical or other information or data of whatever nature relating to the Hirer or Employment Business or their business or affairs (including but not limited to these Terms, data, records, reports, agreements, software, programs, specifications, know-how, trade secrets and other information concerning the Assignment) in any form or medium whether disclosed or granted access to whether in writing, orally or by any other means, provided to the Agency Worker or any third party in relation to the Assignment by the Hirer or the Employment Business or by a third party on behalf of the Hirer whether before or after the date of these Terms together with any reproductions of such information in any form or medium or any part(s) of such information;

"Control”

means (a) the legal or beneficial ownership, directly or indirectly, of more than 50% of the issued share capital or similar right of ownership; or (b) the power to direct or cause the direction of the affairs and/or general management of the company, partnership, statutory body or other entity in question, whether through the ownership of voting capital, by contract or otherwise, and "Controls" and "Controlled" shall be construed accordingly;

"Data Protection Laws”

means the Data Protection Act 2018, the General Data Protection Regulation (EU 2016/679) and any applicable statutory or regulatory provisions in force from time to time relating to the protection and transfer of personal data;

"Deductions”

means any deductions which the Employment Business may be required by law to make and, in particular, in respect of PAYE pursuant to Sections 44-47 of the Income Tax (Earnings and Pensions) Act 2003 and Class 1 National Insurance Contributions;

"Emoluments”

means any pay in addition to the Actual QP Rate of Pay;

"Employment Business”

Abstract Recruitment Limited (registered company no. 09263381) whose registered office is at Collingham House, 6 - 12 Gladstone Road, Wimbledon, London SW19 1QT;

"Engagement”

means the engagement (including the Agency Worker’s acceptance of the Hirer’s offer), employment or use of the Agency Worker by the Hirer or any third party to whom the Agency Worker has been introduced by the Hirer, on a permanent or temporary basis, whether under a contract of service or for services, and/or through a company of which the Agency Worker is an officer, employee or other representative, an agency, license, franchise or partnership arrangement, or any other engagement; and “Engage”, “Engages” and “Engaged” shall be construed accordingly;

"First Assignment”

means:
A ) the relevant Assignment; or
B ) if, prior to the relevant Assignment:

the Agency Worker has worked in any assignment in the same role with the relevant Hirer as the role in which the Agency Worker works in the relevant Assignment; and
the relevant Qualifying Period commenced in any such assignment, that assignment (an assignment being (for the purpose of this defined term) a period of time during which the Agency Worker is supplied by one or more Temporary Work Agencies to the relevant Hirer to work temporarily for and under the supervision and direction of the relevant Hirer);

"Hirer”

means the person, firm or corporate body together with any subsidiary or associated person, firm or corporate body (as the case may be) to whom the Agency Worker is supplied or introduced;

"Hirer's Group”

means (a) any individual, company, partnership, statutory body or other entity which from time to time Controls the Hirer, including (but not limited to) as a holding company as defined in section 1159 of the Companies Act 2006; and (b) any company, partnership, statutory body or other entity which from time to time is Controlled by or is under common Control with the Hirer, including (but not limited to) as a subsidiary or holding company as defined in section 1159 of the Companies Act 2006;

"Hourly Rate”

means £8.92 being the minimum gross rate of pay that the Employment Business reasonably expects to achieve, for all hours worked by the Agency Worker;

"Leave Year”

means the period during which the Agency Worker accrues and may take statutory leave commencing on the date that the Agency Worker starts an Assignment or a series of Assignments and runs until the anniversary of that date;

"Period of Extended Hire”

means any additional period that the Hirer wishes the Agency Worker to be supplied for beyond the duration of the original Assignment or series of assignments as an alternative to paying a Transfer Fee;

"Qualifying Period”

means 12 continuous Calendar Weeks during the whole or part of which the Agency Worker is supplied by one or more Temporary Work Agencies to the relevant Hirer to work temporarily for and under the supervision and direction of the relevant Hirer in the same role, and as further defined in the Schedule to these Terms;

"Relevant Period”

means the later of (a) the period of 8 weeks commencing on the day after the last day on which the Agency Worker worked for the Hirer having been supplied by the Employment Business; or (b) the period of 14 weeks commencing on the first day on which the Agency Worker worked for the Hirer having been supplied by Employment Business or 14 weeks from the first day of the most recent Assignment where there has been a break of more than 6 weeks (42 days) since any previous assignment;

"Temporary Work Agency”

means as defined in the Schedule to these Terms;

"Terms”

means these terms of engagement (including the attached schedule) together with any applicable Assignment Details Form;

"Transfer Fee”

means the fee payable by the Hirer to the Employment Business in accordance with clause 3.6, as permitted by Regulation 10 of the Conduct Regulations;

"Type of Work”

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"WTR”

means the Working Time Regulations.

1. 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.
2. 1.3. The headings contained in these Terms are for convenience only and do not affect their interpretation.
3. 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 other enactment (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. THE CONTRACT

2.1. These Terms constitute the entire agreement between the Employment Business and the Agency Worker for the supply of services to the Hirer and they shall govern all Assignments undertaken by the Agency Worker. The contract between the parties starts on the first day of the First Assignment under these Terms however, no contract shall exist between the Employment Business and the Agency Worker between Assignments. These Terms shall prevail over any other terms put forward by the Agency Worker.
2.2. During an Assignment the Employment Business will engage the Agency Worker on a contract for services on these Terms. For the avoidance of doubt, the Agency Worker is not an employee of the Employment Business although the Employment Business is required to make the Deductions from the Agency Worker’s pay. These Terms shall not give rise to a contract of employment between the Employment Business and the Agency Worker, or the Agency Worker and the Hirer. The Agency Worker is supplied as a worker, and is entitled to certain statutory rights as such, but nothing in these Terms shall be construed as giving the Agency Worker rights in addition to those provided by statute except where expressly stated.
2.3. No variation or alteration to these Terms shall be valid unless the details of such variation are agreed between the Employment Business and the Agency Worker and set out in writing and a copy of the varied terms is given to the Agency Worker no later than 5 business days following the day on which the variation was made stating the date on or after which such varied terms shall apply.

3. ASSIGNMENTS AND INFORMATION TO BE PROVIDED

3.1. The Employment Business will endeavour to obtain suitable Assignments for the Agency Worker to perform the agreed Type of Work. The Agency Worker shall not be obliged to accept any Assignment offered by the Employment Business.
3.2. The Agency Worker acknowledges that the nature of temporary work means that there may be periods when no suitable work is available and agrees that:

3.2.1. the suitability of the work to be offered shall be determined solely by the Employment Business; and
3.2.2. the Employment Business shall incur no liability to the Agency Worker should it fail to offer Assignments of the Type of Work or any other work to the Agency Worker.

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 following:
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 Assignment;
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 where:

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; or
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 Assignment.

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 Assignment.
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. AGENCY WORKER’S OBLIGATIONS

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 or clothing.
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:

4.2.3.1. completed two or more assignments with the Hirer;
4.2.3.2. completed at least one assignment with the Hirer and one or more earlier assignments with any member of the Hirer's Group; and/or
4.2.3.3. worked in more than two roles during an assignment with the Hirer and on at least two occasions worked in a role that was not the same role as the previous role.

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. TIMESHEETS

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 those hours.
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. PAY AND DEDUCTIONS

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. ANNUAL LEAVE

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. SICKNESS ABSENCE
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 certificate thereafter.
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. TERMINATION
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 longer available.
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.

10. INTELLECTUAL PROPERTY RIGHTS
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 this clause.

11. CONFIDENTIALITY
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 Assignment; and
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.

12. DATA PROTECTION
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.

13. SEVERABILITY
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.

14. NOTICES
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.

15. RIGHTS OF THIRD PARTIES
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.

16. GOVERNING LAW AND JURISDICTION
These Terms are governed by the law of England & Wales and are subject to the exclusive jurisdiction of the Courts of England & Wales.

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