8th April 2006, 07:17 PM
Just to clear things up even further
Employment agencies arrange for businesses to hire workers on fixed, permanent or short-term contracts; employment businesses or ?temp agencies? also place people in work but the contractual relationship is between the worker and the temp agency.
Employment agencies and businesses work under the Employment Agencies Act 1973 and the Conduct of Employment Agencies and Employment Business Regulations 2003.
Agencies do not need to be licensed, with the exception of Nursing and Care agencies, which must be licensed by the National Care Standards Commission.
An agency can be set up from home, and there is no need to form a company to run the business.
The main areas covered by the regulations are fees, advertisements, records, and general standards of conduct.
Employment agencies and businesses cannot charge fees to workers for finding them work. The regulations do not regulate the fees charged to businesses using employment agencies, nor workers? rates of pay. However, employment businesses are restricted (but not completely prevented) from charging so-called ?transfer fees?.
When advertising, agencies are obliged to make it clear that they are employment agencies; and if advertising an information service about jobs, must state they do not have authority from an employer to find workers, if that is the case.
Employment businesses must be similarly clear about the nature of their work; and must give full details of work, including rates of pay, qualifications and location in any advertisements.
Employment agencies and businesses must keep records of information about all their workers and employers.
General standards of conduct that agencies must follow include:
?Getting sufficient information from employers and workers to get the right person for the right job
?Not disclosing information about employers and workers except in the process of finding people work
?Making sure workers meet any legal requirements needed to do a job, for example, a lorry driver having the appropriate heavy goods vehicle driving licence
?Ensuring that the law is being met, such as the need for a work permit for an overseas worker
?Not offering a worker financial or other inducements to join an agency
?Not approaching a worker already placed by the agency in a job for a fee for work with another employer.
Standards for employment businesses include:
?Informing a hirer of current terms of business, including details of fees, in a written statement
?Giving a worker full details of their terms and conditions of employment, and of the nature of the hirer?s business
?Not restricting a worker from becoming a direct employee of a hirer
Another day another WSI?
Employment agencies arrange for businesses to hire workers on fixed, permanent or short-term contracts; employment businesses or ?temp agencies? also place people in work but the contractual relationship is between the worker and the temp agency.
Employment agencies and businesses work under the Employment Agencies Act 1973 and the Conduct of Employment Agencies and Employment Business Regulations 2003.
Agencies do not need to be licensed, with the exception of Nursing and Care agencies, which must be licensed by the National Care Standards Commission.
An agency can be set up from home, and there is no need to form a company to run the business.
The main areas covered by the regulations are fees, advertisements, records, and general standards of conduct.
Employment agencies and businesses cannot charge fees to workers for finding them work. The regulations do not regulate the fees charged to businesses using employment agencies, nor workers? rates of pay. However, employment businesses are restricted (but not completely prevented) from charging so-called ?transfer fees?.
When advertising, agencies are obliged to make it clear that they are employment agencies; and if advertising an information service about jobs, must state they do not have authority from an employer to find workers, if that is the case.
Employment businesses must be similarly clear about the nature of their work; and must give full details of work, including rates of pay, qualifications and location in any advertisements.
Employment agencies and businesses must keep records of information about all their workers and employers.
General standards of conduct that agencies must follow include:
?Getting sufficient information from employers and workers to get the right person for the right job
?Not disclosing information about employers and workers except in the process of finding people work
?Making sure workers meet any legal requirements needed to do a job, for example, a lorry driver having the appropriate heavy goods vehicle driving licence
?Ensuring that the law is being met, such as the need for a work permit for an overseas worker
?Not offering a worker financial or other inducements to join an agency
?Not approaching a worker already placed by the agency in a job for a fee for work with another employer.
Standards for employment businesses include:
?Informing a hirer of current terms of business, including details of fees, in a written statement
?Giving a worker full details of their terms and conditions of employment, and of the nature of the hirer?s business
?Not restricting a worker from becoming a direct employee of a hirer
Another day another WSI?