Dmort Business Solution

The regulations relating to temporary workers (or ‘temps’) are changing. Minor alterations happen in employment law all the time. Major ones shifts of policy are less frequent, but this case certainly falls into that category. The new legislation stands to have a serious effect on many thousands of business across the UK. Large or small, any company that employs temps (either infrequently or all the time) must take notice and may have to pay out more to the temporary workforce.

Often, a temp hired to cover a permanent position will not enjoy the same pay and privileges as they would if they were to fill the position indefinitely and on a full-time basis. The new legislation states that any temporary staff member must be given hourly pay, shift allowances, bonuses, and other financial incentives equal to those they would receive as permanent staff after 12 weeks in a single position.

From the day temporary employment commences, new workers must now be given full access to company childcare facilities. They must also be made aware of all permanent vacancies arising within the company.

Obviously, these changes are having big impact on firms that employ temps in large numbers. Some companies are adopting work-around strategies to avoid passing pay rises to temporary employees and others have raised public objections to the new rules.

Any company can enjoy the benefits that come with outsourced HR, but when changes to employment legislation come through having expert advice at hand is even more helpful. It not only means customers are aware of impending changes, but that they don’t have to worry about figuring out what needs to be done to ensure compliance.

Random Posts

Comments are closed.