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By sector Compliance, regulatory and corporate governance Construction Corporate insurance Development Energy, renewables and cleantech Financial institutions Healthcare Hospitality and leisure Hotels Infrastructure and government Insurance and reinsurance Insurance international arbitration Insurance litigation Insurance products and advisory International arbitration International real estate Legacy and runoff strategies Local government and public authority Media, sports and communications Natural resources Occupiers Partnering structures Planning Ports Private wealth Professional services Projects and infrastructure Public sector Publishing Real estate Real estate finance Real estate industrial Real estate litigation Real estate offices Real estate restructuring Real estate retail Residential property Retail Social Housing Sponsorship Sports Support services Technology Telecoms Waste
By service AIM Banking Banking and finance Banking and finance litigation Banking litigation Branding Bribery and corruption Business process outsourcing Capital markets Charities Cloud computing Commercial contracts Commercial fraud Commercial law Commercial litigation Commercial property Construction Copyright Corporate Corporate banking Corporate investigations Corporate tax Cross-border restructuring, insolvency and asset recovery Data protection Defamation, reputation and image rights Design Development Direct selling Director's duties and responsibilities Dispute resolution E-commerce, online contracts and social media Employee benefits Employment Employment litigation EU, competition and regulation Family offices Finance Franchising French tax Group reorganisations Health and wellness products Independent Claim Review Information technology Insurance dispute resolution Insurance services Intellectual property International arbitration International contentious trusts and estates International estate administration International estate and succession planning International real estate Investment funds IT outsourcing Joint ventures Local government and public authority Main Market Mergers and acquisitions More4Counsel Occupiers Outsourcing Partnership restructuring and insolvency Patents Pensions Planning Private capital Privately owned businesses R&D contracts Real estate finance Real estate funds Real estate industrial Real estate litigation Real estate offices Real estate restructuring Real estate restructuring Real estate retail Real estate tax Regulation and governance Regulatory and compliance issues Residential property Restructuring and insolvency Restructuring and insolvency litigation, dispute resolution and mediation Risk management and proprietary advice for professional trustees Sales and marketing Sales and marketing contracts Social housing Software licencing and maintenance Sponsorship, merchandising and product endorsement Supply chain contracts Tax Tax dispute resolution Tax for individuals and trustees Taxation of companies, shareholders and employees Technology procurement Trade marks Trusts Trusts in commercial transaction UK high net worth immigration Wealth planning
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Christopher Bond christopher.bond@lg-legal.com T +44 20 7759 6963
Michael Reilly michael.reilly@lg-legal.com T +44 20 7759 6882
26 Sep 2011
Dodge new agency worker regulations at your peril
UK Agency Workers Regulations came into force on 1 October. Agency workers who have worked for a company for more than 12 weeks now have the same rights to basic employment and working conditions as permanent staff. Head of Lawrence Graham's employment and pensions practice, Yvonne Gallagher, comments: "There is a lot of misinformation circulating around the Act. "Speculation on how to circumvent the regulations is very dangerous as the financial implications for not complying could be considerable. Companies will be slapped with a £5,000 compensation award if they are found to be artificially structuring assignments to avoid giving rise to the entitlement. This would include, for example, requiring an individual to cease working just short of the 12 week entitlement period and then re-hiring at a later date. "If after 12 weeks' work agency workers are not provided with the same benefits and pay as permanent employees, the company could face compensation claims covering expenses and lost earnings for which there is no limit. There is no grace period for some rights with access to full time job vacancies and a staff canteen kicking in from day one. Extra benefits such as redundancy pay, company sick pay and health insurance are exempt from the regulations however. "Companies need to familiarise themselves with the regulations this week as many are clearly unprepared."