ALP member handbook & directory by Association of Labour Providers

Promoting

Agency Labour

Best Practice

Handbook and Member Directory September 2015

contents / contents / contents / contents / contents / contents / contents /

contents .......................................................................................................................................... 01 ALp Welcome ............................................................................................................................... 02 tHe aLP - services and benefits Introducing the Association of Labour providers ............................................................ 07 ALp Key Strategies....................................................................................................................... 08 ALp membership ........................................................................................................................... 09 benefits of ALp membership for Labour providers......................................................... 10 Associate ALp membership ..................................................................................................... 11 ALp representative and policy Work ................................................................................... 13 training and WorksHoPs tackling Hidden Labour exploitation ................................................................................... 21 complying with the gLA Licensing Standards ................................................................. 22 preventing Illegal Working ........................................................................................................ 23 In House ALp training ................................................................................................................. 24 aLP service Partners brabners - Quality, professional legal advise ..................................................................... 26 allianceHr - expert gLA sector consultancy ..................................................................... 27 complyer - Agency Labour compliance Audit tool ....................................................... 28 ALp Document translation Service ....................................................................................... 29 Driver Licence checking Service ............................................................................................ 30 sector sPecific guidance good practice guide for using Labour providers ............................................................ 33 charge rate guidance for Agency Labour......................................................................... 36 the Agency Workers regulations 2010 - guide for Labour providers & users.... 42 pension Auto-enrolment – An overview ............................................................................. 59 tHe gangMasters Licensing autHority the gangmasters Licensing Authority – the ALp perspective .................................. 65 the gLA Licensing Standards – may 2012 .......................................................................... 74 directories ALp Labour provider members Directory ........................................................................... 101 ALp Associate members Directory ........................................................................................ 124 ALp Service partners Directory............................................................................................... 127

the Association of Labour providers 1

WeLcoMe / WeLcoMe / WeLcoMe / WeLcoMe / WeLcoMe / WeLcoMe / WeLcoMe / WeLc

aLP WeLcoMe tHe ALp WorKS HArD to Support ItS memberS, from repreSentIng LAbour provIDerS WItH tHe gAngmASterS LIcenSIng AutHorIty AnD government to orgAnISIng roADSHoWS, ISSuIng cLeAr guIDAnce, promotIng beSt prActIce AnD provIDIng InDIvIDuAL Support to memberS.

coMe / WeLcoMe / WeLcoMe / WeLcoMe / WeLcoMe / WeLcoMe / WeLcoMe / WeLcoMe

the ALpâ&#x20AC;&#x2122;s goal is for the provision of agency and seasonal labour to the uK food and agricultural sectors to be recognised as a model of good practice. the ALp does not support labour providers that flout the law, treat their workers badly or underpay them, because those are the businesses that undercut the reputable ones. the ALp supports reputable labour providers to distinguish themselves from rogue gangmasters through promoting best practice in agency labour supply. Labour providers are rightly recognised as essential partners in the food supply chain, particularly in times of tightening labour supply, for the vital role they play in ensuring uK food security by reliably and cost effectively sourcing and supplying workers to pick, produce and pack our food.

Kevin roBerts chairman

good labour providers will deliver compliance, quality and reliability of service and are happy to do this provided labour users pay a fair, economically sustainable price. the ALp welcomes the modern Slavery Act 2015 and particularly the transparency in Supply chain clause requiring big businesses in the uK to publish each year the actions they are taking to ensure their supply chains are slavery free. every labour provider and employer can play their part in tackling forced labour and human trafficking by joining the Stronger together network, downloading the resources from www.stronger2gether. org and implementing the good practice.

DaviD camP chief executive

If you are a labour provider and are not yet a member, or a food grower or producer interested in Associate membership, please contact us to learn more about the ALp. We hope that you will find this Handbook a useful resource. best regards tHe aLP teaM

Jerry camP membership Support manager

the Association of Labour providers 3

Stronger Together is a multi-stakeholder initiative aiming to

reduce modern slavery, particularly hidden forced labour, labour trafficking and other third party exploitation of workers. Have you implemented effective management systems to tackle modern slavery in your workplace and supply chain? Stronger Together provides guidance, resources and a network for employers, labour providers, workers and their representatives to work together to reduce hidden labour exploitation. Join the Stronger Together network at www.stronger2gether.org now to: Download free resources including a toolkit, video, posters, leaflets and more Access best practice guidance to deter, detect and deal with hidden labour exploitation in supply chains Book onto a â&#x20AC;&#x153;Tackling Hidden Labour Exploitationâ&#x20AC;? interactive training workshop Please contact us for more information at: Email info@stronger2gether.org

Telephone 01276 919090

Web www.stronger2gether.org

Stakeholder Partners

tHe aLP â&#x20AC;&#x201C; services and benefits

THE RECRUITMENT EXPERTS Gi Group provides recruitment, staffing and workforce management services to local and national clients of all sizes, placing an average of 15,000 temporary and permanent staff into work nationwide each week across all market sectors. Gi Group UK has been recognised in the Responsible Business Awards, run by Business in the Community, being re-accredited for the continual positive impact of our Employability Programme which places improved employability of job seekers at the heart of our operations. Through the Inspire Work Experience Programme we commit to a minimum of 50 work experience placements each year to help individuals currently out of work. Our responsible recruitment approach provides forward thinking, socially aware businesses with the chance to fight discrimination, address social issues and recruit from a wider pool of talented individuals who are hungry for opportunity and development. AUTOMOTIVE • CONTACT CENTRE • DRIVING • FOOD MANUFACTURING • HOSPITALITY & CATERING INDUSTRIAL • LOGISTICS & WAREHOUSE • OFFICE & COMMERCIAL • PHARMACEUTICAL

Tel: 01246 267 000

Email: info@gigroup.com Gi Group in the Community

@GiGroupUK

www.gigroupuk.com GiGroupUK

GiGroupUK

tHe association of Labour Providers / tHe association of Labour Providers

introducing tHe association of Labour Providers tHe ALp IS tHe trADe ASSocIAtIon for LAbour provIDerS In tHe fooD AnD AgrIcuLturAL SectorS. the ALp influences the environment in which labour providers operate and provides a range of useful information and services to help members run their business. formed in february 2004, the ALp is recognised as the representative trade body for labour providers by supermarkets, growers and food processors, the gLA, the Home office, other government departments and industry trade bodies. the ALp is governed by a membersâ&#x20AC;&#x2122; council of twelve labour providers with an independent chairman. the ALp works to ensure that the provision of agency and seasonal labour to the uK food and agricultural sectors is recognised as a model of good practice.

the Association of Labour providers 7

tHe association of Labour Providers / tHe association of Labour Providers /

aLP key strategies 1. food security Driving awareness of the crucial role that labour providers undertake within the supply chain by sourcing and supplying the workforce to plant, pick and produce our food. 2. raising standards continuous improvement in the role, responsibility, standards and service of labour provision. 3. fair cHarge rates payment of fair charge rates to labour providers that enable business sustainability and do not foster worker exploitation and tax evasion. 4. resPonsibiLity to Workers Labour providers meet their legal and ethical responsibilities and treat workers fairly and with respect. 5. reguLation Support for proportionate regulation of labour provision to facilitate fair competition. 6. Labour standards A partnership approach between labour providers, growers, producers, trade unions, retailers, regulators, government and other stakeholders to move beyond compliance in labour standards. 7. HoMe groWn Support for uK based agriculture and food production and the opportunities that a career within this industry provides.

/ tHe association of Labour Providers / tHe association of Labour Providers

aLP MeMbersHiP tHe fuLL SubScrIptIon yeAr runS from JAnuAry to December ALtHougH proSpectIve memberS mAy JoIn At Any poInt tHrougHout tHe yeAr.

• Businesses that supply labour may become ALp members. • Businesses that use agency labour may become ALp Associate members. • Organisations that supply business services may become ALp Service partners. the subscription scale for 2015 is, for organisations with an annual turnover: • In excess of £25 million - £2620 • £10 - 25 million - £1890 • £4 - 10 million - £1250

• £1 - 4 million - £635 • Under £1 million - £315 • Under £1 million (New GLA licence applicants) - £165 • Associate members - from £530 • Service Partners – on application ALp Subscriptions are subject to vAt. to join the ALp call 01276 509306, email info@labourproviders.org.uk or go to www.labourproviders.org.uk and register online.

the Association of Labour providers 9

tHe association of Labour Providers / tHe association of Labour Providers /

benefits of aLP MeMbersHiP for Labour Providers tHe ALp ServeS AS tHe voIce for tHe reputAbLe mAJorIty of LAbour provIDerS WItHIn tHe Sector AnD memberSHIp DeLIverS mAny benefItS: Demonstrate your commitment to good practice by joining a body dedicated to improving agency labour supply standards. ProMote your business and enHance credibiLity • Supermarkets prefer their suppliers to use ALp members • Display the ALP membership logo on your website & marketing collateral • Customise your own dedicated webpage on the ALp website • Free inclusion in the ALP Directory distributed to thousands of potential food and agricultural clients. receive sPeciaList suPPort and stay uP to date • Protect your business – use our specialist template contracts prepared by recruitment lawyers • Email and telephone helpline support from labour provider experts • Regular sector specific newsletters and specialist briefing documents

• Preferential rates on training courses, consultancy and business support services. Have a stronger voice • The ALP has a collective and representative voice to growers, packers, producers, supermarkets, media, the gLA and government • The Association has been extensively involved in the gLA licensing regime securing substantial improvements to the benefit of labour providers • The ALP continuously raises the profile of low charge rates and urges relevant bodies to target labour users paying an unrealistically low rate. to join the ALp, email info@labourproviders.org.uk, call 01276 509306, or visit www.labourproviders.org.uk and join online.

/ tHe association of Labour Providers / tHe association of Labour Providers

associate aLP MeMbersHiP groWerS, proDucerS AnD pAcKerS Are InvIteD to become ALp ASSocIAte memberS AnD AcceSS tHe foLLoWIng benefItS of memberSHIp: • • • • • • •

ALP Helpline manned by sector experts ALP website Members Area Regular newsletters and briefing documents at the same time as labour providers FREE ALP “Model Service Level Agreement” Preferential rates on our business support services and specialist training FREE attendance at ALP Annual Roadshows and other member meetings Support towards “best-practice” agency labour usage

Demonstrate your commitment to good practice by joining a body dedicated to improving agency labour standards. to discuss joining the ALp please email info@labourproviders.org.uk or call 01276 509306.

the Association of Labour providers 11

tHe association of Labour Providers / tHe association of Labour Providers /

ALP BUSINESS SUPPORT SERVICE BESPOKE BUSINESS SUPPORT TO PROVIDE YOU WITH: • Peace of mind that you are supported by sector experts • Time saving on handling complex matters • Client confidence demonstrate due diligence and best practice

Our food industry and labour provider specialists offer: • Conﬁdential GLA standards based compliance partnership auditing and support • “Beyond compliance” consultancy – moving your business to best practice • Specialist outsourced HR support - from a single policy document to a fully supported service

FOR A NO-OBLIGATION DISCUSSION

call 01276 509306 or email info@labourproviders.org.uk

/ tHe association of Labour Providers / tHe association of Labour Providers

aLP rePresentative and PoLicy Work tHe ASSocIAtIon ActIveLy repreSentS tHe IntereStS of LAbour provIDerS AnD WorKS to tHe benefIt of LAbour ISSueS In tHe SuppLy cHAIn. tHe gangMasters Licensing autHority the ALp takes the lead role in representing labour providers on gangmasters Licensing Authority (GLA) related issues and much of the Association’s workload is spent dealing with matters arising from the gLA licensing regime. the Association’s position with regard to the gLA is: • To work in partnership with the GLA to rid the industry of labour exploitation • To work with the GLA to ensure that unreasonable burdens are not imposed on compliant operators • To challenge the GLA where it is necessary and appropriate to do so. the ALp is in ongoing contact with the gLA executive on a range of policy matters, currently including:

1. gLA fees 2. gLA Appeals 3. publication of offenders 4. Application Inspections 5. performance of the gLA 6. review of the gLA Licensing Standards 7. GLA “New Business” licence holders 8. gLA compliance vs enforcement Activity 9. overseas Labour providers 10. gLA Inspections v Investigations 11. Supplier/retailer protocol 12. gLA complaints procedure 13. effectiveness of compliance Inspection tasking the ALp deals directly with the gLA on specific member issues, particularly keeping a close watch on licensing decisions. gLA licensing decision making should be “clear, consistent and proportionate” and the Association keeps a watchful eye that current standards of proportionality continue to be maintained. the Association of Labour providers 13

tHe association of Labour Providers / tHe association of Labour Providers /

industry reguLation the ALp supports proportionate regulation of labour provision to facilitate fair competition. the ALp April/may 2015 survey of labour providersâ&#x20AC;&#x2122; views on the gLA shows overwhelming support for the licensing regime. the survey outcomes with comparative responses to previous years are as follows: 2011

2013

2015

In favour of licensing

71%

81%

93%

perceiving the gLA doing a good job

49%

55%

73%

Significantly improved conditions for workers

12%

16%

27%

Slightly improved conditions for workers

30%

47%

52%

Significantly reduced fraud/Illegal acts

18%

17%

22%

Slightly improved fraud/Illegal acts

51%

48%

57%

gLA significantly improved level playing field

12%

29%

15%

gLA slightly improved level playing field

30%

21%

52%

the ALp is pleased to have been able to influence the inclusion of Section 55 of the modern Slavery Act which states that the Secretary of State mustâ&#x20AC;&#x201D; (a) before the end of the period of 12 months beginning with the day on which this Act is passed, publish a paper on the role of the gangmasters Licensing Authority, and (b) consult such representative bodies and other persons as the Secretary of State considers appropriate about the matters dealt with by that paper. the ALp is working in partnership with a number of key industry bodies to form a coordinated multi-stakeholder position on this matter.

/ tHe association of Labour Providers / tHe association of Labour Providers

fair cHarge rates In 2007 the ALp established agreed charge rate guidance which is updated as required and posted on both the ALp and gLA websites. John ruskin’s common Law of business balance holds true: “There is hardly anything in the world that someone cannot make a little worse and sell a little cheaper, and the people who consider price alone are that person’s lawful prey. It’s unwise to pay too much, but it’s worse to pay too little. When you pay too much, you lose a little money that’s all. When you pay too little, you sometimes lose everything, because the thing you bought was incapable of doing the thing it was bought to do. The common law of business balance prohibits paying a little and getting a lot - it can’t be done. If you deal with the lowest bidder, it is well to add something for the risk you run, and if you do that you will have enough to pay for something better.”

Labour users that pay unrealistically low rates are knowingly or recklessly conniving in illegality as such rates can only be achieved through worker exploitation or tax evasion or both. Labour users have suffered reputation damaging publicity when this has been exposed. Supermarkets and other wholesale purchasers of food have an ethical responsibility to ensure fair and legal rates are paid to labour providers throughout their supply chain. the rate paid by labour users is a key variable that the gLA monitors. Labour providers are encouraged to report confidentially to the gLA any labour users that are currently paying rates which indicate that legal responsibilities to workers cannot be met. members may choose to discuss this information with the ALp beforehand. the Association will continue to argue the case for fair and sustainable charge rates.

the Association of Labour providers 15

tHe association of Labour Providers / tHe association of Labour Providers /

suPPLy cHain buLLying research into poor payment practices, highlights the five most resented payment practices as: 1) flat fees – ‘pay to stay’ 2) excessively long payment terms – ‘pay you later’ 3) exceeding payment agreements – ‘late payment’ 4) Discounts for prompt payment – ‘one for you, one for us’ 5) retrospective discounting – ‘balance sheet bonuses’ to this the ALp adds the practice of adding ‘just a little bit more’ in terms of service and supply requirements without any reflection in increased charge rates. An ALp survey of members in April/ may 2015 revealed that a significant percentage of ALp members are subject to these procurement practices and regard them as “Supply Chain Bullying”. the ALp is progressing this matter as a policy priority.

Labour Provider auditing and certification Labour providers have become accustomed to being audited by clients and social compliance auditing bodies. they understand the important role that auditing plays in monitoring compliance with labour standards. However the proliferation of such audits and the inconsistency of auditors has become unnecessarily burdensome. the ALp took the lead role in developing the Sedex Members Ethical Audit (SMETA) Supplementary Guidance on “Assessing the Labour Standards of Workers Supplied by Private Employment Agencies”. However in order to develop a consistent framework for social compliance auditing and the facility to share ethical audits between clients of labour providers to avoid duplication the ALp is working in partnership to develop a global certification scheme for labour providers that assesses and differentiates “beyond compliance” performance standards of labour provision.

/ tHe association of Labour Providers / tHe association of Labour Providers

tackLing Modern sLavery in suPPLy cHains Stronger together is a multi-stakeholder initiative to support business in tackling modern slavery in supply chains. the ALp is a lead development partner together with the gLA and migrant Help. Section 54 of the modern Slavery Act requires big businesses to publish an annual statement of the steps the organisation has taken during the year to ensure that slavery and human trafficking is not taking place in any part of its own business and supply chain. Stronger together provides employers and labour providers with the resources and understanding to engage with their workforces in the fight against modern day slavery and to signpost migrant workers to report abuse and seek help. tackling this issue in uK labour provision and the food and agriculture sectors is crucial as the uK government national referral mechanism shows that these

sectors are a target for human traffickers and organised criminal gangs. the good practice developed in Stronger together may be readily extended to other industry sectors with similar issues. uk Labour suPPLy With record breaking employment figures and no new emerging labour markets the supply of labour to our sector is anticipated to tighten for the foreseeable future. the ALp: â&#x20AC;˘ Has a formal partnership agreement with the Department for Work and pensions for Jobcentre plus to support labour providers in sourcing workers. â&#x20AC;˘ Participates in the Defra SAWS Transition Working group to monitor and share intelligence on seasonal agriculture labour flows and to act as a forum to discuss barriers and offer solutions. the Association will continue to explore new approaches to support members in sourcing and retaining workers.

the Association of Labour providers 17

association of Labour Providers / tHe association of Labour Providers

nationaL Wage PoLicy the Association puts the case to the Low pay commission, bIS, Hmrc and the devolved administrations that: 1. Wage levels should support the supply of labour and there should be a coherent transition policy from the national minimum Wage towards the Living Wage. 2. the accommodation offset arrangements work to the disadvantage of workers by removing the option to have accommodation provided by an employer. 3. the Hmrc interpretation that a deduction from wages for the optional use of transport to work reduces pay for nmW purposes is at best questionable and works to the disadvantage of workers. 4. Separate Agricultural Wages orders are an anachronistic piece of bureaucracy that cause considerable practical difficulties for agricultural workers and their employers. cHarging Workers for Work finding services International Labour organization Convention 181 Article 7 states: “Private employment agencies shall not charge directly or indirectly, in whole or in part, any fees or costs to workers.” gLA Licensing Standard 7.1 requires licence holders not to: a) charge a fee to a worker for any workfinding services b) make providing work-finding services conditional on the worker using other services or hiring or purchasing goods.

the ALp continues to focus attention on this practice so that: • Legitimate labour providers may compete fairly, rather than being undercut by businesses operating unlawfully; • Job seekers are not unfairly charged fees to cover their own recruitment costs; • Labour users do not risk reputational damage through being exposed to be using exploitative recruitment methods.

training and WorksHoPs

the Association of Labour providers 19

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Please contact us to arrange a quotation or to discuss any insurance related matters Andrew Thompson & Associates Epsilon House Ransomes Europark Ipswich, IP3 9FJ

T: 01473 276188 E: info@ataib.co.uk W: www.ataib.co.uk

training and WorksHoPs / training and WorksHoPs / training and WorksHoPs

tackLing Hidden Labour exPLoitation ½ day training WorksHoP Designed for: employer and labour provider Hr and operational managers responsible for developing and leading company policy on ethical labour management. Worker representatives, social compliance auditors, ngos and others with an interest or responsibility to understand and tackle worker exploitation. overview: forced labour and labour trafficking are hidden crimes undertaken by criminal gangs and exploitative individuals. recorded cases of human trafficking in the uK continue to grow rapidly. Implementing the “Stronger Together” good practice not only demonstrates good corporate social responsibility but makes business sense by: • Demonstrating a proactive commitment to protecting workers and preventing exploitation that will be valued by your workforce • Offering opportunities to engage with employee representatives and the workforce to work together on a matter of joint importance • Preventing exploitation rather than dealing with the consequences which may include time consuming investigations, interventions by authorities and considerable media attention. to register on a workshop visit www.stronger2gether.org for more info or to discuss your needs call 01276 919090 or email info@stronger2gether.org

progrAmme 1. What is hidden third party exploitation and how does it happen in practice? 2. the business case for preventing hidden labour exploitation 3. What should I do? checklist for employers and labour providers 4. monitoring to prevent and uncover hidden worker exploitation 5. Implementing good practice to identify and deter hidden labour exploitation 6. Action plan on discovering potential worker exploitation 7. Working with the Investigating and enforcement Authorities 8. How to support potential victims of trafficking and exploitation. WorksHoP Leaders: Workshops will be interactive and led by experts from the Association of Labour providers, the gangmasters Licensing Authority and migrant Help.

the Association of Labour providers 21

training and WorksHoPs / training and WorksHoPs / training and WorksHoPs /

ALp trAInIng WorKSHop

coMPLying WitH tHe gLa Licensing standards 1 DAy WorKSHop for LAbour uSerS AnD LAbour provIDerS this workshop provides an excellent grounding in the skills and knowledge to enable both labour providers and labour users to implement processes to assure compliance to the gLA Licensing Standards. It is particularly recommended for both suppliers and their labour providers to attend together to encourage a partnership approach towards addressing areas for improvement. WorksHoP overvieW section 1: background and current issues in uK food industry agency labour section 2: Working in partnership towards best practice section 3: complying with the gLA Standards - clause by clause. All attendees receive the aLP “model service Level agreement” - a model template for managing the specific arrangements for agency labour supply. to view current dates go to http://labourproviders. org.uk/training-courses/ or to book your place call 01276 509306 or email: info@labourproviders.org.uk

deLegate feedback “A lot of difficult details covered with good humour and pace.” “Informative, constructive, prompted me to initiate crucial action back at the office.” “Excellent! Very informative and some good information to take away.” “Really enjoyed the course. It was broken down in sections which we easily understood. A very hard subject was made very interesting.”

/ training and WorksHoPs / training and WorksHoPs / training and WorksHoPs

ALp trAInIng WorKSHop

Preventing iLLegaL Working 1 DAy WorKSHop for recruItment AnD Hr profeSSIonALS reSponSIbLe for In-HouSe ImmIgrAtIon compLIAnce. this one day workshop provides the practical knowledge and resources to prevent illegal working and properly establish the statutory excuse. presented by ex uK border Agency forensic identity document specialists and professionals from the Association of Labour providers. benefits of attending • Protect your business from expensive civil penalties • Ensure a legal workforce • Spot forged documents and impostors • Prevent UK Border agency raids and reputational damage • Develop effective in-house immigration compliance procedures.

WorksHoP overvieW this focused workshop provides recruitment and Hr professionals with: • The procedural requirements in establishing the statutory excuse • The latest technology to automatically detect forged documents and impostors • Expert guidance on how to recognise forged and counterfeit identity documents.

to view current dates go to http:// labourproviders.org.uk/trainingcourses/ or to book your place call 01276 509306 or email: info@labourproviders.org.uk

the Association of Labour providers 23

training and WorksHoPs / training and WorksHoPs / training and WorksHoPs

in-House aLP training our trAInIng IS SpecIfIcALLy geAreD to tHe fooD InDuStry LAbour SuppLy cHAIn – for groWerS, proDucerS, retAILerS AnD LAbour provIDerS If you cannot come to one of our dedicated courses, we can come to you and deliver our expert advice & training – when and where you need it. coacHing and training courses – incLuding: • Preventing Illegal Working • Complying with GLA Licensing Standards • Agency Worker Regulations 2010 (including the Swedish Derogation) • Labour Provider Auditing • Proactive Diversity & Equality practices in food manufacturing • Developing Best Practice in Labour Provision • Working Together – Optimising a multi-national workforce.

In addition to the training shown left, ALp trainers can work with you to tailor training sessions to meet the needs of your organisation. call 01276 509306 or email info@labourproviders. org.uk to discuss your requirements

aLP service Partners

the Association of Labour providers 25

Strong words, softly spoken. For quality, professional legal advice, you can depend on Brabners. Our award-winning team of lawyers offers expertise to clients in the following areas: • employment law • recruitment law • contracts • tribunal work • discrimination • GLA licensing compliance, appeals and actions • working time regulations • agency workers regulations • pensions law • litigation • real estate • corporate • commercial • tax, trusts and wills • family law Contact Brabners today to find out more about the best legal team in the North West. For further information please contact Paul Chamberlain, Head of Employment and Pensions in our Manchester office on 0161 836 8864 or by email to paul.chamberlain@brabners.com

W: www.brabners.com E: law@brabners.com Manchester Office 55 King Street Manchester M2 4LQ T: +44(0)161 836 8800 Liverpool Office Horton House Exchange Flags Liverpool L2 3YL T: +44(0)151 600 3000 Preston Office 7-8 Chapel Street Preston PR1 8AN T: +44(0)1772 823 921

Speak to labour experts who understand the GLA regulated sector Best Practice Expert Audits • Labour Provider Internal Audit Confidential compliance assessment against GLA standards with corrective action plans and ongoing support • Partnership Audit Joint labour provider and user audit against GLA standards to work together towards best practice

Food Industry & Agency Labour Support Services • ‘’Beyond Compliance” consultancy Moving your business to best practice in labour standards • Specialist HR Solutions Outsourced HR support from a single document to a full service by food industry and labour provider experts

enquiries@alliancehr.co.uk For expert advice you can trust, call 01276 919090 ALP Members receive a 15% discount on our services

Agency Labour Compliance Audit Tool ComplyER is an easy-to-use software audit tool that helps labour providers and labour users achieve best practice agency labour provision.

ComplyER is for: Employment businesses/labour providers that supply agency workers

All agency sectors particularly food, agriculture, industrial, logistics

Hirers/labour users that use agency workers

Non-audit specialists in HR, Technical, Operations, Compliance, CSR etc.

ComplyER uses the Gangmasters Licensing Standards as a framework model to help protect and enhance business reputation.

AGENCY WORKERS REGULATIONS Now contains key questions to monitor compliance to the Agency Workers Regulations.

ComplyER benefits: Labour Users/Hirers Protect brand and business reputation Demonstrate due diligence Reduce the potential for media exposé Drive up ethical and quality standards Improve social compliance audit success Standardise audit processes

Labour Providers/Agencies Demonstrate good practice Improve compliance with GLA Licensing Standards Provide assurance to clients Ensure consistent compliance across multiple sites and branches Improve client satisfaction

Buy now

or download a demo An annual ComplyER licence costs just £345 (+VAT) per user inclusive of updates. Multi-user discounts available.

SPECIAL OFFER

for ALP members Annual Licence £285 +VAT Buy For nowmore or download a demo at www.labourproviders.org.uk/alp_audit_tool.aspx information, or download a demo visit www.labourproviders.org.uk/ by phone on services/complyer-agency-labour-audit-tool/. 01276 509306 or by email: info@labourproviders.org.uk Enquiries: Phone 01276 509306 or Email: info@labourproviders.org.uk

DOCUMENT TRANSLATION SERVICE Low Cost – Fast Turnaround – High Quality – Email Service Our professional document translation service helps organisations communicate more effectively Any language to or from English Fast 3-4 day turnaround Low cost – weekend work no extra charge Documents translated and then proof read by expert mother tongue translators No computer generated translations Translations for contracts, legal documents, inductions, training and more No maximum word-count

Email info@labourproviders.org.uk or call the ALP on 01276 509306 for a no-obligation quotation

No matter what you want to say, it’s important to understand and be understood.

Driver Licence Checking Service ALP has worked with Licence Bureau, the country’s leading provider of secure driver licence checks, to develop this “Driver Licence Checking Service” which will ■ Cause or permit to drive a vehicle on company purposes ■ Supply or use agency drivers ■ ■ Use drivers to transport workers to their place of work

How does it work? This system and service ensures that you’re alerted to invalid licences and entitlement, assisting you with compliance of your work related road safety

current DVLA / DVA NI records, which includes information on Licence status; Full or provisional licence, category expiry dates and information codes; Details of expiry alerts; LGV/PCV entitlement and category expiry alerts.

■ Internal checking of licence documents can be time consuming, labour provisional and expired licences. ■ Minimise your corporate risk, ensure your business complies with complex legislation, and even reduce your insurance premiums. ■ The “Driver Licence Checking Service” will assist with compliance to GLA Licensing Standards and health and safety legislation which requires you to have a robust procedure and audit trail when it comes to driver licence checks.

What would it cost to check your drivers? To receive a quote visit www.labourproviders.org.uk and search ‘driver licence checking’

sector guidance / sector guidance / sector guidance / sector guidance

sector sPecific guidance

the Association of Labour providers 31

Joining the ALP The Association of Labour Providers (ALP) supports and represents labour providers of all sizes and welcomes new members to join a body that understands their business.

JOIN NOW

Since 2004 the ALP has been a centre of expertise influencing the environment in which labour providers operate and provide members with essential support to gain competitive advantage.

Operating primarily within the food and drink production, horticultural and agricultural sectors, the ALP employs a supply chain partnership approach, working closely with growers, producers, supermarkets, the Gangmasters Licensing Authority, government departments and industry associations to promote labour provider interests and raise standards of agency labour supply and use. The ALP invites new members to access the following benefits of membership: Advertise your services A FREE customisable website page for each ALP member allows potential clients to search for labour providers in their area.

Enhance Credibility Be part of a body dedicated to raising the standards of agency labour supply.

Promote your business FREE inclusion in the ALP Directory distributed annually to thousands of food and agricultural clients.

Display the ALP logo Major retailers prefer their suppliers to use labour providers who are ALP members

Receive specialist support Email and phone helplines provide expert support on GLA, employment & recruitment law, HR, AWR and ethical labour standards.

Receive Preferential Rates On our industry expert business support services and specialist training courses.

Save money and stay legal FREE template contracts â&#x20AC;&#x201C; Contract for Services; Client Contract; Swedish Derogation contract and more.

Attend FREE Events Attend ALP Annual Roadshows and other member meetings at no extra cost.

Stay compliant Access the extensive ALP library of specialist Briefs and guidance to ensure you remain operating compliantly.

Best Practice Support Work with our experts towards best-practice labour management and agency labour usage.

Stay up to date Receive regular Newsletters and Briefs with GLA, legal and industry developments.

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good Practice guide for using Labour Providers

gooD LAbour provIDerS DeLIver A vALue ADDeD, tIme SAvIng, coSt effectIve SoLutIon for your buSIneSS. tHe fLexIbILIty of temporAry StAffIng ALLoWS LAbour uSerS to reAct QuIcKLy to ADDItIonAL orDerS or SHortfALLS, proDuctIon vArIAtIonS, AttenDAnce AnD SeASonAL fLuctuAtIonS. Labour users should ensure that their labour providers are members of the ALp. this section contains the reasonable steps that a Labour user can take to ensure that temporary labour supplied through a labour provider is being treated legally and ethically.

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steP 1 - cHeck tHat tHe Labour Provider is gLa Licensed All labour providers to the agriculture and food industries must possess a valid gLA Licence as verified on the gLA public register. the Labour user should register with the gLA Active check facility to be informed of any changes to the status of the Labour provider. steP 2 - ensure tHat tHe rate Paid to Labour Providers covers LegaL requireMents the rate that labour users pay to labour providers is a matter for negotiation. However, labour users must not offer rates that they know cannot be met without cutting legal corners. Labour users must pay rates that allow the labour provider to meet: • Actual minimum unavoidable total wage costs required to meet basic legal requirements such as the minimum wage, national insurance, SSp and statutory holiday entitlement. • Business overheads, transport costs, management cost • Sustainable net margin. Where a labour provider offers a rate that at first sight does not allow legal requirements to be met with a reasonable allowance for management and profit then it should be asked to verify how it is meeting its legal obligations and seek confirmation that it is doing so. Some labour providers may claim that they are legally able to avoid national insurance contributions or holiday pay because of

the status of their workers (e.g. selfemployed or based outside the uK). this is simply not correct. Specific guidance on rates is detailed in an ALP Brief entitled “Minimum Charge Rates” which can be found at www. labourproviders.org.uk. steP 3 – Work in PartnersHiP to set and agree standards the Labour provider and Labour user should work together to agree: a. The “Contractual Terms and Conditions” – this is the legal agreement that governs the terms of supply. the ALp makes a model template contract available to its members. the labour provider is required under gLA Licensing Standard 7.4 to send the client their terms and conditions before an assignment. Labour users should read these and respond accordingly as unless you specifically object to or query them, your agreement is considered to be implied. b. The “Service Level Agreement” - This is a not a legal agreement but is a procedural document that details the operational processes that will apply in the supply of labour. It outlines the services, processes and standards in relation to the provision of temporary workers by the labour provider to the labour user. The ALP provides a model “Service Level Agreement” to delegates on its “Complying with the GLA Standards” training workshop. for details visit www. labourproviders.org.uk.

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steP 4 - conduct ongoing due diLigence Labour users should conduct regular audits, checks and interviews in partnership with their labour provider. effective auditing will have the benefit of: • Improving the legal, ethical and quality standards of agency labour supply • Reducing the risk of media exposé of agency worker exploitation • Improving partnership between labour user and provider • Enhancing the likelihood of success during client and gLA audits. to assist in this process the ALp has produced the “Complyer - Agency Labour Compliance Audit Tool”. Based on the gLA Licensing Standards, marks & Spencer said “The overall response was extremely favourable with all testers stating that they found the tool easy to use and that the tool would be a considerable asset to their business.” For further details and to order please contact the ALp. matters that should be looked at include: a. Payment of tax and national insurance that the Labour provider has deducted appropriate income tax and nI from pay and has paid employer’s and employees’ nI contributions, pAye and vAt to Hmrc. b. Workers receive their legal rights • All workers are paid correctly, at least the minimum wage and issued with correct payslips, allowable deductions are legitimate and reasonable.

• All workers have been issued with written contracts detailing their entitlement to Statutory Sick pay and paid holiday. • All workers are allowed to book and take paid holiday. • Workers and working hours are recorded, can be linked accurately to pay and do not breach working time regulations. c. Workers are legally entitled to work in the UK Labour providers have carried out checks and kept photocopies of appropriate original ID document e.g. passport or ID cards. d. Health and Safety the labour user should provide a safe and legally compliant place to work. there must be written agreement between labour providers and labour users on responsibility for health and safety training. this should include as a minimum: • Risks to workers and controls in place • Responsibility for designing and delivering induction and on the job training • Record keeping arrangements to verify training undertaken • Arrangements for provision of ppe; first aid and action in event of accident. Labour users should advise of any skills, qualifications and experience needed for roles and labour providers should check and confirm that workers possess these.

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cHarge rate guidance for agency Labour tHeSe rAteS, effectIve from AprIL 2015, Are A Key vArIAbLe tHAt tHe gLA monItorS. LAbour uSerS tHAt pAy unreALIStIcALLy LoW rAteS Are KnoWIngLy or recKLeSSLy connIvIng In ILLegALIty AS tHeSe rAteS cAn onLy be AcHIeveD eItHer tHrougH WorKer expLoItAtIon or tAx evASIon or botH. A number of LAbour uSerS HAve SuffereD reputAtIon DAmAgIng pubLIcIty WHen tHIS HAS been expoSeD.

Labour providers are encouraged to report confidentially to the gLA on intelligence@gla.gsi.gov.uk or 0800 432 0804 any labour users that are currently paying rates which indicate that legal responsibilities to workers cannot be met. members may choose to discuss this information with the ALp beforehand. Supermarkets and other wholesale purchasers of food have an ethical responsibility to ensure fair and legal rates are paid to labour providers throughout their supply chain. WHat tHe figures Mean statutory charge Factors - this includes the appropriate minimum Wage, employerâ&#x20AC;&#x2122;s national insurance, statutory holiday entitlement and pension auto-enrolment costs at 1 % of qualifying earnings. Labour Provider overhead and service charge costs â&#x20AC;&#x201C; Defra analysis conducted in 2003 estimated labour provider overhead costs as 30% on top of the national minimum Wage. In reaching this figure Defra state that the result is not intended to be a realistic description of the costs of any particular labour provider business (e.g. it makes no attempt to allow for the costs of rent / interest charges on office accommodation, which may vary widely from one business to another). It also states that this figure is likely to understate

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the actual costs for almost all businesses as well as making no allowance for management costs or profit. rather this is intended to be an illustration of the minimum unavoidable costs that flow from observing the law on basic employment matters such as the minimum wage, national insurance, employersâ&#x20AC;&#x2122; liability insurance, and maintaining and insuring roadworthy vehicles. the figure for overhead and Service charge costs is indicative only and will vary with each contract depending on the efficiency of a labour provider and the particular circumstances of the client and site to which labour is supplied. for example, contracts where the labour provider is required to provide workwear, where there is volatility of supply, where transport or supervision costs are high, where invoices are factored and so on will all incur a greater overhead cost.

the actual rate charged is ultimately a commercial agreement between the labour provider and user. Any agreed rate should take into account the particular costs of supply. However, charge rates lower than those in the rates tables plus a sustainable net margin may indicate illegal activity - unless there is a legitimate and demonstrable explanation.

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cHArge rAte guIDAnce - effectIve AprIL 2015 2014/15 nAtIonAL mInImum WAge

Apprentices Age 16-17

Age 18-20 Age 21 plus

1. minimum wage

£2.73

£3.79

£5.13

£6.50

2. employers’ nI contributions

£-

£0.36

3. Annual Holiday pay (5.6 weeks entitlement)

£0.33

£0.46

£0.62

£0.83

4. pensions Auto-enrolment cost (1% of qualifying earnings)

£-

£0.01

£0.02

£0.04

5. total Wage costs

£3.06

£4.26

£5.77

£7.72

6. guideline Statutory Sick/maternity pay cost

£0.11

7. guideline minimum Labour provider overhead & Service cost

£0.60

8. Hourly Cost of Supply (not including £3.77 Labour provider margin)

£4.97

£6.48

£8.43

WALeS AgrIcuLturAL empLoyeeS (UNTIL NEW LEGISLATION ENACTED)

grade 1 grade 1 non Workers Workers compulsory < 52 weeks > 52 weeks overtime

1. minimum wage

£6.50

£9.32

2. employers’ nI contributions

£0.35

£1.29

3. Annual Holiday pay

£0.93

4. Pensions Auto-Enrolment Cost (1% of qualifying £0.04 earnings)

£0.04

£0.09

5. total Wage costs

£7.81

£10.70

6. guideline Statutory Sick/maternity pay cost

£0.11

£0.30

7. guideline minimum Labour provider overhead & £0.60 Service cost

£0.60

8. Hourly Cost of Supply (not including Labour provider margin)

£8.70

£11.30

£8.52

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ScotLAnD AgrIcuLturAL empLoyeeS (OTHER THAN OF SCHOOL AGE)*

< 26 weeks > 26 weeks < 26 service service weeks non compulsory overtime

> 26 weeks non compulsory overtime

1. minimum wage

£6.50

£7.14

£9.75

£10.71

2. employers’ nI contributions

£0.35

£0.43

£1.35

£1.48

3. Annual Holiday pay

£0.83

£0.91

3a. Special Holiday pay

£0.06

£0.07

4. pensions Auto-enrolment cost (1% of qualifying earnings)

£0.04

£0.10

£0.11

5. total Wage costs

£7.77

£8.60

£11.19

£12.30

6. guideline Statutory Sick/maternity pay cost

£0.11

7. guideline minimum Labour provider overhead & Service cost

£0.60

8. Hourly cost of Supply (not including Labour Provider margin)

£8.48

£9.31

£11.79

£12.90

* In addition to the above minimum hourly rates workers who have been with the same employer for more than 26 weeks and who hold a relevant qualification are entitled to be paid an additional sum of at least £1.08 per hour nortHern IreLAnD AgrIcuLturAL <40 weeks <40 weeks > 40 weeks > 52 weeks empLoyeeS to enD mArcH 2016 Service non Service Service compulsory overtime 1. minimum wage

£6.63

£9.95

£6.91

2. employers’ nI contributions

£0.36

£1.37

£0.40

3. Annual Holiday pay

£0.84

£0.88

£0.92

4. pensions Auto-enrolment cost (1% of qualifying earnings)

£0.04

£0.10

£0.04

5. total Wage costs

£7.87

£11.42

£8.23

£8.27

6. guideline Statutory Sick/maternity pay cost

£0.11

£0.30

7. guideline minimum Labour provider overhead & Service cost

£0.60

8. Hourly cost of Supply (not including Labour Provider margin)

£8.58

£12.02

£8.94

£9.17

n.b. When the uK national minimum Wage becomes higher than the nIAmW, this becomes the minimum rate.

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definitions and exPLanations n.b. the numbering below refers to the numbered charge elements in the rates tables: 1. the hourly minimum rate represents the national minimum Wage or the Agricultural minimum Wage for grade 1 workers. this rate increases in Scotland after 26 weeks service and in northern Ireland after 40 weeks service. Workers employed in agriculture have a statutory entitlement to overtime in accordance with the appropriate Agricultural Wages order. 2. employer’s nI must be paid at 13.8% on earnings above the secondary threshold of £156 per week for workers aged above 21. The first £156 is NI free (NI free up to the Upper Secondary threshold for workers below 21). the nI figures for non-overtime rates are based on 40 hours worked in nonagriculture and 39 hours in agriculture. for temporary agricultural employees on overtime, the £156 NI free amount will generally already have been used so employer’s nI has been calculated at the full 13.8%. 3. Holiday pay a. calculations of holiday pay to be charged are based on the hourly rate plus employers’ nI as when holiday pay is paid to the worker, employers’ nI is paid on this and therefore must be accrued from the charge rate. b. non Agricultural Workers - are entitled to 5.6 weeks holiday (calculated pro rata as 12.07% of the hourly rate and NI = 5.6 weeks / (52 weeks-5.6 weeks). Agricultural employees in Wales Workers are entitled under the AWo to a variable amount of “total annual holiday entitlement” depending on how many days per week they have

retrospectively worked. based on a 5 day week workers are entitled to 31 days paid annual holiday from the first day of work equivalent to 13.54% of the relevant hourly rate and nI. this is the figure shown. Agricultural employees in Scotland are entitled to 5.6 weeks holiday plus 2 special days per year. A week is equivalent to the number of days that an employee would be expected to work in the course of a regular working week. this is equivalent to 13.04% of the relevant hourly rate and nI. Agricultural employees in northern Ireland are entitled under the nIAWo to 5.6 weeks equivalent to 12.07% of the hourly rate and nI. After the completion of 12 months continuous employment with the same employer the annual holiday entitlement increases to 5.8 weeks paid annual holiday equivalent to 12.55% of the relevant hourly rate and nI. c. How holiday pay should be calculated varies dependent on workers contracts and working patterns. pay used to calculate holiday pay should include any payments intrinsically linked to the work done such as shift pay; performance related bonuses; guaranteed and non-guaranteed compulsory overtime but not noncompulsory optional overtime. i. Where remuneration for normal working hours does not vary i.e. workers on a fixed wage - holiday pay is based on contractual pay i.e. includes guaranteed overtime and pay intrinsically linked to the work done. ii. Where a worker’s working hours are not specified by the contract and

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that worker works irregular hours and is not entitled to overtime pay when employed for more than a fixed number of hours in a week holiday pay is calculated by reference to the worker’s average remuneration over the previous 12 weeks (replacing weeks in which no pay was received with previous weeks) for all hours worked and including payments “intrinsically linked” to the performance of tasks. iii. Where a worker works irregular hours, and receives an enhanced overtime rate after a fixed number of hours (such as workers covered by Agricultural Wages orders) and where these “normal working hours” on assignment are specified in the Worker Assignment Sheet which forms part of the contract with that worker. Holiday pay is based on the average hourly rate over the previous 12 weeks (replacing weeks in which no pay was received with previous weeks) for “normal working hours” and including payments “intrinsically linked” to the performance of tasks. 4. pension auto-enrolment commenced in october 2012 with staging dates depending on headcount. currently a minimum of 1% of qualifying earnings must come from the labour provider as a statutory charge factor once due and where workers have not opted out. this rises to 2% in october 2017 and 3% in october 2018. 5. this figure shows the actual minimum unavoidable total Wage costs to meet minimum legal requirements. 6. provision for statutory sick pay leave, in line with the Defra estimate, of 2 weeks is assumed at £88.45 per week. This is accrued on normal time only, not on overtime. this figure also covers the

8% of statutory maternity, paternity, adoption and statutory shared parental pay payments that must be met by the labour provider. Agricultural wages sick pay is payable in Wales after 52 weeks employment. In Scotland agricultural employees continuously employed by the same employer for at least 52 weeks are entitled to sick pay at normal rates for normal hours worked for a period of 13 weeks after which SSp applies. 7. guideline minimum Labour provider overhead & Service cost - Indicative figure. 2003 DefrA analysis has estimated overhead costs as 30% on top of the national minimum Wage, but state that this figure is likely to understate the actual costs of almost all businesses as well as making no allowance for management costs or profit. In reaching this figure of 30% Defra state that the result is not intended to be a realistic description of the costs of any particular labour provider business (e.g. it makes no attempt to allow for the costs of rent/interest charges on office accommodation, which may vary widely from one business to another). It also makes no allowance for any management cost or business profit. rather this is intended to be an illustration of the minimum unavoidable costs that flow from observing the law on basic employment matters such as the minimum wage, national insurance, employers’ liability insurance, and maintaining and insuring roadworthy vehicles. 8. this is the total hourly cost of supply but does not include any margin to cover labour provider profit.

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tHe agency Workers reguLations 2010 guIDe for LAbour provIDerS & uSerS tHIS IS A guIDe to tHe Agency WorKerS reguLAtIonS 2010 (AWR), WHICH PROvIDE THE SAME ENTITLEMENT IN TERMS OF certAIn bASIc WorKIng AnD empLoyment conDItIonS for Agency WorKerS AS DIrectLy empLoyeD WorKerS After A QuALIfyIng perIoD of 12 WeeKS. Scope of tHe reguLAtIonS definition of an agency Worker An “agency worker” (AW) is defined as an individual who is supplied by a “temporary work agency” to work temporarily under the supervision and direction of a “hirer”, and has any contract (whether a contract of employment or for services) to perform work and services personally. this does not include supply situations where individuals are provided in a “managed service arrangement”, where they are supervised and directed on a day to day basis, on site by the supplier’s own staff. It also does not include individuals who are genuinely self-employed and in business on their own account.

definition of a teMPorary Work agency the definition of a “temporary work agency” (TWA) within the Regulations is a person that supplies individuals to work

temporarily for and under the supervision and direction of a “hirer”, or pays for, or receives or forwards payments for the services of such individuals. the temporary work agency does not have to be a company, or in business for profit, and may be carrying on such activity in conjunction with others. this definition widens the scope beyond just employment businesses, and includes intermediaries, such as umbrella companies, and neutral and master vendor arrangements. A payroll bureau providing a pure payroll service to individuals will not be caught within this definition.

the definition of tWA includes all intermediaries within a supply chain. For example: the agency worker is supplied to the labour provider by an umbrella company, and the labour user has a master vendor arrangement through which all placements are channelled – the umbrella company, the labour provider and the master vendor would all be tWAs.

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definition of a Hirer “Hirer” means an organisation to which individuals are supplied to work temporarily for and under the supervision and direction of that organisation. Where a hirer is part of a group of companies, and each group company (or subsidiary) has its own legal identity, each group company will be considered a new hirer. genuineLy seLf-eMPLoyed individuaLs the AWr excludes individuals from the definition of agency worker who are genuinely self-employed and in business on their own account. there are a number of key factors to be taken into account in determining whether a working individual is truly self-employed such as mutuality of obligation, right to substitution, degree of control, number of clients, being in business on their own account and financial risk and reward. this is looked at in the whole. the bIS guidance includes a link to a Directgov site, which lists the main attributes of the supply model of workers who are self-employed, however it will be up to an employment tribunal, in the event of a claim, to decide upon an individual’s employment status.

transferring workers to their own limited companies in an effort to avoid equal treatment would be a considerable risk. An individual will not be considered outside of scope just by virtue of working through a limited company. Also, an individual could claim to a tribunal later on that they were coerced into changing the supply arrangement, and that they aren’t actually self-employed, and apply for equal treatment.

falsely classifying workers as selfemployed will present a number of risks to labour providers and users, both financial and to reputation.

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DAy one rIgHtS froM day one from day one of their assignment an agency worker has the right to equal access to the following: • Collective facilities and amenities – which will include canteens, child care, transport facilities. • Information about any relevant, vacant posts within the hirer’s organisation. As these day one rights are totally in the control of the hirer, responsibility for ensuring equal access lies solely with the hirer. this also means that this is the one area of liability within the regulations that is clear-cut. the hirer will be solely liable for any unjustifiable breach of equal treatment for day one rights. equal access does not mean that the agency worker should be given preferential treatment, but should be treated the same as a comparable directly employed worker of the hirer.

these are rights to equal access. Although it would be considered good practice for a labour provider to make an agency worker aware of any collective facilities or amenities, they have no legal obligation to do so.

For instance, if there is a waiting list for a child care facility, then the agency worker must be allowed to put their name down on the waiting list. Also, there is no obligation upon the hirer to pursue an agency worker’s application for a permanent role. The hirer’s only obligation is to make the information available. Less favourable treatment (in other words not providing any of these day one rights) of agency workers can be justified by a hirer on objective grounds. “Objective grounds” has not been defined, but it is likely that cost alone will not be considered as justifying less favourable treatment. organisational and practical issues may be taken into consideration. for example: it would not be practical to offer child care facilities to agency workers who work on a night shift. Applicable Regulations: 12 & 13

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QuALIfyIng perIoD for eQuAL treAtment 12 Week quaLifying Period (qP) An agency worker will only have the right to equal treatment (apart from their day one rights) after they have completed a 12 week qualifying period. this qualifying period requires an agency worker to work for 12 continuous calendar weeks in the same or substantively similar role for the same hirer. A substantively similar role is one where the main work or duties are the same. moving an AW to a different department or team, but undertaking the same work, will not be considered a new role for the purposes of the qualifying period.

Any period worked during a week will be counted as a calendar week. for instance, if an agency worker works one day a week on an assignment, they will still complete their qualifying period (subject to the other conditions) after 12 calendar weeks. the qualifying period relates to the role the agency worker undertakes for a hirer; it is not specific to the temporary work agency. For example, if an agency worker undertakes the same or similar role for the same hirer over 12 continuous weeks, but through two different temporary work agencies, those 12 weeks will count towards that agency worker’s qualifying period, and the next week worked by the agency worker (in the same role at that hirer), through any temporary work agency will qualify for equal treatment. Where the agency worker undertakes a new assignment in a new role at the same

hirer the qualifying period will start again from week 1. for an AW to be considered as working in a new role, the tWA must have informed the AW in writing of the type of work required in the new role. Applicable Regulations; 7 WHere a break betWeen assignMents ends tHe qP Where there is a break of more than six calendar weeks between an agency worker’s assignments at the same hirer, in the same role, the qualifying period will start again. remember, the AW could be working through other tWAs in the same role/ hirer. you will need to find the most efficient way of collating information on an AW’s work pattern within each hirer. the AW has no obligation to provide the tWA with this information, but it’s likely that a tribunal would take into consideration any refusal by an AW to respond to a reasonable request for information. breaks tHat “Pause” tHe qP there are circumstances in which the qualifying period may be paused, and restarted when the agency worker returns to the same role/hirer. In this situation, any continuous weeks worked by an agency worker before the break shall be carried forward and treated as continuous with any weeks the agency worker works after the break. these circumstances include: the Association of Labour providers 45

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• A break of no more than six calendar weeks • Absence due to sickness or injury. • Annual leave • Jury service • Shutdowns – pre-determined factory shutdowns/school holidays. • Industrial action • Time off for other contractual or statutory leave, such as parental leave, emergency dependency leave, unpaid holidays (if contractual). breaks during WHicH tHe qP continues to accrue Where there is a break between assignments or during an assignment when the agency worker is not working, and the absence is either: • related to pregnancy, childbirth, or maternity (during the period from the start of a pregnancy to 26 weeks after childbirth, or when the agency worker returns to work); or • due to statutory or contractual leave to which the agency worker is entitled for maternity, adoption, or paternity leave the qualifying period will continue during the absence for the original intended duration, or likely duration, of the assignment. the regulations do not prohibit a temporary work agency from providing agency workers on 12 week assignments, and then replacing the agency workers with new agency workers. However, please be aware that there are specific antiavoidance measures in regulation 9. the agency worker will be treated as having completed the qualifying period where the most likely explanation for the structure of an assignment (or series of assignments) is to prevent the agency worker from completing the qualifying period. this

applies only where the agency worker would have otherwise completed the qualifying period. Hirers can request a new AW for an assignment every 12 weeks. However, this does not mean that you can rotate an individual, or pool of AWs between a number of hirers - please read the anti-avoidance measures explained here. For example: An agency worker undertakes three 11 week assignments with two six week gaps in between. In the event of a claim an employment tribunal may well consider that the assignments were structured deliberately to stop the agency worker from completing the qualifying period. Applicable Regulations; 7 & 9

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in contracts of a comparable employee of the hirer whether contained within: • an identifiable pay scale or structure; • any collective agreements in place; • contracts of employment or engagement; • a company handbook, or other similar document; or • by custom and practice. this will include any variations in those relevant terms made at any time after the qualifying period has commenced. you will have complied with your obligations to provide equal treatment if the AW is working under the same relevant terms and conditions as a comparable employee.

eQuAL treAtment entItLementS rigHts aPPLicabLe froM Week 13 once the agency worker has completed the 12 week qualifying period they shall be entitled to the equal treatment rights explained below. this entitlement shall continue until such time as they are no longer working in the same role for the same hirer, or there is a break between or during an assignment of more than six weeks, which is not due to one of the reasons stated in “Breaks Between Assignments”, above, as having the effect of pausing or continuing the qualifying period.

reLevant terMs and conditions After the 12 week qualifying period, an agency worker will have the right to equal treatment in terms of: • • • • • •

pay; the duration of working time; night work; rest periods; rest breaks; and annual leave (above the statutory entitlement).

please see definitions of these terms in the following paragraphs.

WHat are “basic Working & eMPLoyMent conditions”? these conditions are defined as the terms and conditions that are ordinarily included

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EQUAL TREATMENT FOR “PAY” “Pay” incLudes • Basic Salary • Overtime • Shift Allowance • Bonuses or commission payments, which are directly attributable to the quantity or quality of work done by the agency worker • vouchers or stamps of a fixed monetary value, which are capable of being exchanged for money, goods, or services. please note that any eligibility criteria that would apply to a comparable worker will also apply to the AW. the requirement is for equal treatment, not preferential treatment.

“Pay” excLudes the definition of pay does not include all payments that a hirer would make to its permanent staff. the following is a list of the payments specifically excluded by the regulations and to which equal treatment need not be provided: • Occupational sick pay (entitlements to statutory sick pay are not affected) • Occupational pensions • Occupational maternity, paternity, or adoption pay • Redundancy pay (statutory and contractual) • Payments or rewards linked to a financial participation scheme • Compensation for loss of office.

• Expenses payments, such as travel expenses. • Bonuses, incentive payments or rewards, which are not directly attributable to the quantity or quality of the work undertaken by the agency worker. Payments not linked to work undertaken by the AW will not be included. for example payments made to encourage loyalty, or reward longterm service, would not be included. However, a team bonus, for early completion of a project for instance, where the aW worked as part of that team, would be included within the definition of pay. • Payments for time off for Trade Union duties. • Notice pay (statutory and contractual). • Guarantee payments if laid-off. • Payments by way of an advance or loan, e.g. season ticket loan. • Any other non-contractual/discretionary payment, the payment of which has not become custom and practice.

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Making a coMParison for “Pay” When identifying comparable pay, it is essential that all elements of the financial package are analysed, including any relevant payments discussed above, to ensure that all payments that fall within the definition of pay are included in the comparison with an agency worker’s pay to ensure equal treatment. It is essential to all parties’ compliance with the regulations that the Labour provider fully understands the structure of pay and bonuses within the Labour user’s organisation.

PerforMance reLated Pay aWards Where performance-related bonuses are awarded based on a performance appraisal system, it will not be necessary to integrate the agency worker into the hirer’s permanent staff appraisal process. However, the hirer and the temporary work agency will need to utilise an existing, or put in place a new, process to appraise the performance of agency workers, to enable them to make informed decisions on the appropriate performance-related bonuses to be paid. Applicable Regulations; 6, 12, & 13

this will require a true partnership approach, to aid the flow of information.

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eQuAL treAtment for otHer termS & conDItIonS the agency worker will be entitled to equal treatment with regard to the following terms and conditions after they have completed the 12 week qualifying period. definition of tHe duration of Working tiMe Working time means any period during which an individual is: • working for the hirer; • at the disposal of the hirer and undertaking their duties; • receiving relevant training; or any period which is to be treated as working time for the purposes of the Working time regulations 1998 under a working time agreement. definition of nigHt Work night work means work undertaken under the following circumstances: • the duration of the working time must be at least 7 hours; and include the period between midnight and 5am, which is determined by a working time agreement; or • in default of such a determination, the period between 11pm and 6am. definition of rest Periods & rest breaks A rest period is any period which is not working time, other than a rest break or contractual or statutory leave. for example, the period between an individual completing one shift and starting the next. rest breaks are the breaks that an individual is entitled to take during their working day.

annuaL Leave All workers are currently entitled to 5.6 weeks paid holiday per year, which can include the bank and public holidays. If a hirer gives a comparable employee more than the statutory entitlement, then the agency worker will also have the right to receive the extra annual leave, above the statutory level. However, where the agency worker chooses not to take the time off, payment for the proportion of holiday pay above the statutory minimum may be rolled up into the agency worker’s pay. Any extra annual leave entitlement, above the statutory, must not automatically be rolled into pay without the agreement of the AW. We would suggest that you always get the AW’s agreement in writing. If a comparable employee has the right, whether conferred within a company handbook, or similar, or by custom and practice, to carry over annual leave into the following leave year, the agency worker must be treated equally.

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mAKIng A compArISon for eQuAL treAtment After the qualifying period an agency worker is entitled to the same relevant working and employment conditions as if they had been recruited directly by the hirer. This is known as the “as if” test. A hirer must apply this test to all agency workers who are entitled to equal treatment. The “as if” test is what a Labour User should focus on to ensure that they are providing equal treatment to qualifying AWs. the hirer needs to ask what basic terms and conditions (see “Relevant Terms & Conditions” above) the agency worker would have been given, had they been employed or engaged directly by the hirer to undertake the same role, and make these available to the agency worker once they qualify (see Qualifying Period for equal treatment).

in employees’ contracts as a matter of course, those which have become custom and practice, or formally set out in other documents, such as: • a pay scale or pay structure; • a relevant collective agreement; or • a company handbook, or similar. only basic terms and conditions ordinarily given to comparable employees shall apply. please refer to the list of relevant terms and conditions.

If the hirer can show that they have never engaged a worker in a particular role before, and there is no identifiable comparable employee (at any site), and no basic terms and conditions that apply in that work place – that the role is unique – then there is no obligation to provide equal treatment. Applicable Regulations: 5

to be deemed to be compliant, and defend their decision as to what the relevant comparable terms and conditions are that apply to an agency worker, the hirer may identify a comparable employee doing the same or broadly similar work (taking into account, where relevant, whether they have a similar level of qualification and skills). If no comparable employee can be found at the same workplace, then the hirer should extend the comparison to its other establishments, if applicable. the terms and conditions, which apply, shall be those that are ordinarily included in the contracts of employment of comparable employees, either included the Association of Labour providers 51

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HoW to AppLy tHe reLevAnt termS & conDItIonS

Apply “as if” test to agency worker.

Identify if there is a comparable employee at same workplace, (with regard to differences in qualifications and skills).

Identify relevant terms & conditions

Apply to Agency Worker

neW pregnAncy AnD mAternIty rIgHtS the AWr includes changes to the employment rights Act 1996, concerning pregnant workers and new mothers. the following entitlements will only apply once the agency worker has completed the qualifying period. However, the temporary work agency/hirer must ensure they fulfil any duties regarding the rights of workers under any other legislation. We would urge caution when dealing with this. until such time as a labour provider/user’s reliance on the qualifying period has been reviewed by an employment tribunal or court, and case law exists, we would suggest that you take specialist legal advice as and when an issue arises.

If no comparable employee at that workplace, extend to other workplace.

If comparable employee cannot be identified, apply the terms and conditions that generally apply to new hires in that workplace.

unique roLe: • no worker engaged in role before; • no comparable employee; • no general terms apply in workplace. no obligation to provide equal treatment.

rigHt to tiMe off for ante-nataL care A pregnant agency worker will have the right to take paid time off for ante-natal appointments (not including the first appointment of the pregnancy) during their working hours. Ante-natal appointments may include medical examinations, and relaxation and parent-craft classes.

If requested by either the hirer or the temporary work agency, the agency worker shall provide evidence of her pregnancy and of any appointments for which she requires time off. the agency worker should be paid at the appropriate hourly rate for any such period of absence. the hourly rate shall

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be calculated by dividing one week’s pay by the number of normal working hours in a week that the agency worker is contracted to undertake for and on behalf of the Labour user. Where an agency worker’s hours of work differ from week to week, the hourly rate shall be calculated by taking an average over the last 12 weeks (ending with the last complete week before the absence) of the agency worker’s normal working hours, and dividing that by one week’s pay. the entitlement to paid time off is not on top of any contractual liability to remunerate. In other words, if she works 8 hours in a day, and has 2 hours off for an ante-natal appointment, then the total payment to her on that day would be 8 hours.

rigHt to be offered aLternative Work When an agency worker notifies the temporary work agency that they are pregnant, have recently given birth, or are breastfeeding, the temporary work agency must inform the hirer of this fact. the hirer has an obligation to undertake a health and safety risk assessment for that assignment. Where a risk exists, the hirer should make reasonable adjustments to the role to eliminate such risk.

Alternative work offered must be suitable in relation to the AW and appropriate in the circumstances, and must be under terms & conditions no less favourable than those that applied to her previous assignment.

Where an adjustment is not possible, the temporary work agency must offer the agency worker any suitable alternative work available. rigHt to be Paid Where her assignment is ended due to the assignment not being suitable (due to risks related to her pregnancy), the agency worker will have the right to be paid by the temporary work agency for the intended duration, or likely duration (whichever is the longer), of the assignment. there is no obligation upon the labour provider to pay the AW beyond the original intended duration of the assignment.

the temporary work agency will not have to pay the agency worker where the temporary work agency has offered the agency worker suitable, alternative work, which the agency worker unreasonably refused. Applicable Regulations: Schedule 2 Consequential Amendments

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pAy betWeen ASSIgnmentS moDeL (SWEDISH DEROGATION) Where an agency worker is employed under a permanent contract of employment by a temporary work agency, where the following obligations are met, the agency worker will no longer have the right to equal pay (as defined in “Equal Treatment Entitlements” above). this derogation only relates to pay; an agency worker’s entitlement to equal treatment in other areas will remain unaffected. This is known as the “pay between assignments” model, and to qualify, the employment contract must be entered into before the first assignment under that contract, and such contract must include the following: the AW will still be entitled to the Day one rights, and to equal treatment for: • duration of working time; • night work; • rest periods; • rest breaks; and • annual leave.

• the minimum scale, rate, or method for calculating remuneration; • the location(s) at which they will be expected to work; • hours of work for any assignment; • maximum hours of work each week during any assignment;

• minimum hours of work per week that will be offered during an assignment (minimum of one hour each week); We would urge labour providers to be cautious if intending to provide AWs with employment contracts for the minimum number of hours per week, unless this is a genuine reflection of the work availability. • nature of work, including requirements of qualifications or experience; and • confirmation that entering into the contract means they will not have the right to equal treatment in relation to pay for the duration of that contract; A contract for a minimum of 1 hour per week, where the AW has worked an average of 40 hours per week over a period, may well mean that the contract is varied by custom and practice.

the temporary work agency must also, during any period under the contract that the agency worker isn’t working, but is available to work (“between assignments”): • take reasonable steps to seek suitable work for them; • propose the agency worker to the hirer offering such work; and • pay the agency worker a minimum amount of remuneration during that period. the temporary work agency must not terminate the agency worker’s contract of employment until it has taken reasonable

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steps to find suitable work for an agency worker, and paid him for that time whilst between assignments for an aggregate of not less than four calendar weeks during the life of the contract.

If using this model labour providers/ users should build the four weeks pay between assignment into the cost of the assignment, as this will always be payable, except in certain circumstances of misconduct or unsuitability dependent upon the contract in place.

cHanging tHe structure of suPPLy the law does not prohibit a temporary work agency from offering an agency worker a 12 week temporary contract, and then offering them a permanent contract of employment from week 13, or from moving agency workers into permanent contracts during an assignment. It is likely that contracts not written in the spirit of the law, which are designed specifically to reduce the Labour provider’s & user’s financial exposure, may find them challenged fairly quickly.

However, the agency worker must enter into any contract freely and without coercion. there is always the risk of an agency worker going to an employment tribunal later on, and claiming that they weren’t in fact employed, or that they were forced to sign an employment contract, otherwise the work would not have been available to them.

HoW to caLcuLate Pay betWeen assignMents the minimum amount to be paid to an agency worker between assignments must not be below the national minimum Wage provisions for that period of time. the amount paid to an agency worker between assignments must not be lower than 50% of the highest level of basic pay paid to them in the 12 weeks immediately preceding the end of their previous assignment (or during the assignment, where it was shorter than 12 weeks). for the calculation of pay between assignments, only basic pay should be taken into account, or where applicable payments for actual time worked, or output.

exaMPLe of Pay betWeen assignMents An agency worker has a contract to work at least 7 hours per week, and is paid weekly at the rate of £7 per hour. They complete an assignment where they work 40 standard hours each week (not overtime). After the assignment they are available to work, but the temporary work agency cannot find them any work for two weeks. During that two week period when no work is available, but the agency worker is available to work, the temporary work agency must pay the agency worker at the rate of national minimum Wage per hour for 40 hours per week. If the worker was receiving an hourly rate of £10 per hour, then they would be paid at nmW for that two week period between assignments. Applicable Regulations: 10 & 11 the Association of Labour providers 55

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An Agency WorKerâ&#x20AC;&#x2122;S rIgHt to receIve InformAtIon An agency worker has a right to request (in writing) information from the temporary work agency relating to their entitlement to equal treatment for basic working and employment conditions, where they feel that this right may have been infringed. the temporary work agency must respond to this request within 28 days, providing a written statement to the agency worker setting out all relevant information regarding the basic working conditions, and the factors it took into consideration when determining these. An agency worker only has the right to request information regarding basic working and employment conditions whilst they are actually entitled to them.

Where the determination is reliant upon a comparable employee, the temporary work agency must explain the basis of the comparison and the relevant terms and

conditions that apply to that comparable employee. there is no obligation to name a comparable employee at this stage.

If the temporary work agency does not respond within 30 days of the request, the agency worker may make a written request direct to the hirer. the hirer must respond to the agency worker with a written statement within 28 days. Where the agency worker considers its Day one entitlements have been infringed, they can make a written request directly to the hirer for information. Again, the hirer has 28 days to respond. If an employment tribunal finds that a temporary work agency or a hirer has deliberately, and unreasonably failed to provide information requested, or has provided an evasive or equivocal statement, then the tribunal may draw the inference that the party concerned has infringed the right in question. Applicable Regulations: 14 & 16

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potentIAL LIAbILIty day one rigHts With regard to the provision of the rights, which all agency workers are entitled to from the first day of their assignment, the liability for failing to provide access to these rights (a breach of Regulations 12 or 13) shall fall upon the hirer. equaL treatMent rigHts both the temporary work agency and the hirer shall be liable for a breach of regulation 5, an agency worker’s rights in relation to basic working and employment conditions, to the extent that they are responsible for that breach. Where there is more than one temporary work agency involved, all the temporary work agencies in the supply chain will be held liable to the extent that they are responsible. the question of liability will be decided by the employment tribunal, and shall be dependent upon the efforts undertaken by each party to ensure that the agency worker received equal treatment.

A temporary work agency may have a defence where it can show that: • it obtained, or took reasonable steps to obtain the relevant information from a hirer; • it acted reasonably in determining the agency workers working and employment conditions; and • where it has responsibility, it ensured that the agency worker was treated in line with that determination. In other words, liability for equal treatment will not automatically fall to the labour provider at the bottom of the chain of supply. the question of liability is by no means clear cut, and will be apportioned dependent upon each party’s actions. to the extent that a temporary work agency is found not to be liable for a breach, due to the actions above, then the hirer, or another temporary work agency in the chain shall assume that portion of liability.

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PoWers of an eMPLoyMent tribunaL Where an employment tribunal finds that a breach of an agency worker’s rights to equal treatment for basic working and employment conditions, or Day one rights has occurred, it shall have the following powers: Labour users in sectors with established unions should be very cautious before relying on any agreements, which would put agency workers outside of scope.

• Make a declaration as to the rights of the agency worker regarding the complaint. • Order the payment of compensation to the agency worker. the unions have always supported the european Directive, and were instrumental in the uK government voting in its favour. It is, therefore, likely that the unions will encourage and support test cases in favour of agency workers’ rights to equal treatment. • Recommend action to be taken by the liable party(ies) to obviate or reduce any adverse effect on the agency worker in regard to the breach. the level of compensation awarded shall be that which the employment tribunal considers just and equitable. Where the most likely explanation for the structure of an assignment or assignments is found to be the prevention of the agency worker from reaching

the qualifying period, an employment tribunal may make an additional award of compensation of up to £5,000. Read “Breaks Between Assignments”.

All information and opinions given in this guide are correct at time of publication to the best of ALp’s knowledge. please note that this document is not exhaustive and is not intended to be used as a substitute for legal advice and consequently ALp and its advisors exclude all liability for any claim or loss arising out of or in connection with the use of this document. Decisions made by both agencies and hirers with regard to the regulations are likely to be risk-based, and therefore, you should consider taking legal advice.

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Pension auto-enroLMent – an overvieW introduction and LegisLative background under the pensions Act 2008 and the pensions bill 2011, all employers are required to enrol their eligible employees and collect contributions from the employee and the employer, passing them to a pension provider (Autoenrolment). the regulations invest the autonomous Pensions Regulator (TPR) with stringent powers to combat noncompliance or evasion. the legislation makes no distinction between types of employment; employment businesses / Labour providers are regarded as the employers of their temporary or flexible workers, no matter what the terms of their contracts contain. All references to workers include both agency workers on a contract for services and contract of employment; the term “workers” should be viewed in line with the european and DWp social security legislation, which is drafted wider than the definition of employees (hence the use of this term below rather than employees). Since it is the employer’s duty to autoenrol their workers, labour providers have no responsibility for workers supplied by other companies such as Limited company contractors, umbrella organisations or other agencies.

the legislation, separate schemes may be used for different types of workers; the substantive, permanent, workforce may have a different scheme to the temporary or flexible workers. Alternative schemes can be used by the various companies within a controlling group. the provision of pension arrangements to permanent workforces has been a recognised benefit for some time, with a market for providers who can sustain acceptable returns with costs based on the expectation of consistent earnings over a period of time. there is a wider scope for choice when considering providers for the permanent workforces. traditionally the temporary and other lower paid workforces have been the most reluctant / least able to make their own pension arrangements; it is these sectors that the legislation targets. currently there are very few pension providers actively seeking to provide services to employers of low earning/ high turnover workers without requiring additional fees from the employer. please contact the ALp for further details of these providers.

the requirements cover all workers but, provided each scheme qualifies under the Association of Labour providers 59

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staging dates Individual business will come within scope of the legislation between october 2012 and 2017, depending on the size of their workforces in accordance with the pensions regulator staging dates. Paye scHeme size

staging Date from

250 or more members

1 october 2012

1 february 2014

50 to 249 members

1 April 2014

1 April 2015

30 to 49 members

1 August 2015

1 october 2015

Less than 30 members

1 January 2016

1 April 2017

you can find your staging date at http://www.thepensionsregulator.gov.uk/employers/ staging-date.aspx tHe requireMent employees are assessed on the basis of their age and earnings in each pay period to determine their category. Age (inclusive) --> Earnings

Age 16-21

22 - State pension Age

State pension Age - 74

At or under Lower level of qualifying earnings (£5,824pa, £486pm or £112pw)*

entitled worker entitled worker entitled worker

between Lower level of qualifying earnings and enrolment threshold

non-eligible jobholder

enrolment threshold over (£10,000pa, £833pm or £192pw)* upper level of qualifying earnings

non-eligible jobholder

eligible jobholder

non-eligible jobholder

£41,865pa, £3489pm, £805pw*

*2015/16 figures – reviewed annually. If a worker is not assessed as an eligible jobholder in a pay period, they must be reassessed in each subsequent pay period to identify whether they cross either the age or the earnings thresholds. eligible jobholders must be enrolled in an appropriate scheme but may be deferred for up to three months from the assessment date, provided the employee has been notified in advance. once enrolled, employees may opt-out within a one month window and receive a refund of contributions, as will the employer. opting out after the window results in no further contributions being made but not in a refund to either. If, having been enrolled and not opted out, an employee’s earnings drop below the Lower threshold in a pay period, membership of the scheme remains but contributions will stop until earnings increase.

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employees may not be induced or coerced to opt out by their employer. the employer may not discriminate against employees who do not opt out. A non-eligible jobholder may request to opt into the pension scheme provided at any time during their employment/engagement using a prescribed joining form. the employer is obliged to make contributions and must process employee and employer contributions. An entitled worker may request to join a pension scheme at any time during their employment / engagement. the scheme offered is not necessarily the same as that offered to jobholders. the employer is not obliged to make any contribution. this is equivalent to the current Stakeholders pension requirement. the contributions calculation mirrors existing national Insurance arrangements, being a percentage of â&#x20AC;&#x153;Qualifying Earningsâ&#x20AC;? including salary, wages (post salary sacrifice), commission, bonuses, overtime, SSp, Smp, Spp and SAp between the Lower and upper thresholds. % of Qualifying earnings

employer

employee

from Staging date to September 2017

total 2%

from october 2017 to September 2018;

from october 2018

fluctuations in earnings may take an employee below the threshold on occasion. this will result in no contributions for that pay period but will not alter their membership of the scheme. deferring tHe first assessMent An employer may opt to postpone the initial assessment and / or consequent actions for up to 3 calendar months from either the date of engagement or the date the worker first meets the criteria of an eligible jobholder. the deferment is intended to enable the assessment to mesh with current payroll processes/timetables, but can also be used to reduce the burden of short term employees. the employees must be advised of the deferral when it is applied and may request an immediate assessment. If deemed eligible, they must be auto-enrolled within 1 month. It is not necessary to apply the same deferment dates to all employees but business process will dictate some consistency. the choice of deferment criteria is mutually exclusive. It is not possible to delay from date of engagement, and then postpone again, from when the criteria are met. Specific mention is made of deferment options at the staging date to smooth the initial implementation. PayMent of contributions Having assessed the worker is an eligible jobholder; they must be enrolled within one month. contributions will be backdated to the date of assessment, which, unless the processing time by the pension provider is very quick, could result in the first deductions being for more than one pay period. contributions must be passed to the pension Scheme provider no later than the 19th of the month following the month in which the money was taken from the employee. the Association of Labour providers 61

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Subject to proper records, the transfer of funds relating to first contributions only can be delayed to the end of the next month to facilitate the full refund of any contributions made by employees who opt-out within the opt-out window. oPting out eligible job-holders must inform their employer of their wish to opt-out within one month of the later of becoming an active member or being sent their enrolment information (the opt-out window). If they do so, they are entitled to a full refund of any contributions taken and the employer retains their contributions, as if enrolment had never taken place. Workers may not opt-out before being enrolled. After the 1 month window, the worker may opt to cease to be an active member but refunds of contributions to them or the employer will not occur, unless provided for within the pension scheme. there are significant provisions safeguarding employees from being induced or coerced into opting out, or being discriminated against if they should not. As an anti-coercion measure, the opt-out notices must be provided by the scheme provider. Any worker opting out must be auto enrolled again after 3 years from the date of opting out (although not if they had opted out within the 12 months prior to the reenrolment date) coMMunication PLan It is the employerâ&#x20AC;&#x2122;s responsibility to ensure all employees are communicated with in accordance with the legislation. these communications must be in writing, including e-mail, and delivered to them personally. communication cannot be by poster or link to internet or

intranet sites. the content and timing of communications with employees is largely prescribed in the legislation. Details of the scheme, notification of deferral and the right to an immediate assessment is to be provided by the employer, on employment. Having been assessed, the employer is to inform those qualified as eligible jobholders that they have been enrolled, at which point the pension provider will provide information about their membership of the scheme and the opt-out procedures. the despatch of this information sets the start of the opt-out window. the employer will inform those qualified as non-eligible jobholders about their right to opt-in to the scheme and their next deferral date. those who remain entitled workers are simply to be informed of their rights to an alternative scheme, without employer contributions. the legislation presumes monthly pay periods and makes no allowances for the time constraints of a weekly payroll. record keePing the mandatory records, which correspond to existing Hmrc fields, with the addition of pension scheme specifics such as details of scheme, date of membership and status/ category are to be kept for a minimum of 6 years. Although information relating to the opt out process need only be retained for a minimum of 4 years. they must be available to the pensions regulator at any time during the storage period. iMPLeMentation suPPort please contact the ALp for details of organisations offering auto-enrolment implementation support services to labour providers and the food industry.

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tHe gLa tHe aLP PersPective roLe oF tHe gLa

the gLA’s mission statement is ‘Working in partnership to protect vulnerable and exploited workers’ delivered through: • Preventing worker exploitation • Protecting vulnerable people • Tackling unlicensed/criminal activity and ensuring those licensed operate within the law. the gLA is a risk-based, intelligence-led enforcement body focusing its limited resources on tackling the most severe cases of worker exploitation, unlicensed gangmasters and criminality and targeting labour providers (and their clients) that gain unfair competitive advantage through charging unrealistically low charge rates achieved through tax evasion, imposing

work finding fees on job applicants or denying workers their basic legal rights. the gLA includes within its significant risk, threat and harm issues impacting the regulated sector as follows: • A consistent stream of intelligence suggesting worker exploitation remains a problem within the gLA sector and beyond. • Significant and escalating threat from allegations of human trafficking and forced labour particularly impacting on the migrant worker community. • Organised crime groups have infiltrated the labour provision market within and beyond the gLA sectors and are actively engaged in criminality that links to human trafficking and forced labour. the Association of Labour providers 65

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• The number of potential victims identified as working within the gLA sector and placed in the national Referral Mechanism (NRM) by the GLA is increasing. • The continuing use of illegitimate and exploitative travel and subsistence schemes for workers in receipt of national minimum wage. Section 55 of the modern Slavery Act states that the Secretary of State must — (a) before the end of the period of 12 months beginning with the day on which this Act is passed, publish a paper on the role of the gangmasters Licensing Authority, and . (b) consult such representative bodies and other persons as the Secretary of State considers appropriate about the matters dealt with by that paper. the government announcement on 21 may 2015 that the Immigration bill to be contained in the first Queen’s speech will create “a new labour market enforcement agency to crack down on the worst cases of labour market exploitation” will no doubt have a significant impact on the future direction and remit of the gLA. the ALp will work with other stakeholders to influence government policy to the benefit of members. stakeHoLder engageMent the better regulation executive presciently warned that “As the GLA moves into a phase where its work is more clearly focused on enforcement, it will need to ensure that it does not lose the goodwill that its work in support of those operating conscientiously within the system has developed.” A new, smaller independent, non-executive gangmasters Licensing Authority board of

Directors has been recruited to work with the chair in setting the strategic direction and contributing to delivering an efficient, effective and transparent regulator. there are notable absences in stakeholder representation on the board and it has already rejected the proposal of the establishment of a multi-agency industry advisory body to ensure effective engagement with key stakeholders. the ALp will work with other stakeholders to seek to ensure continued effective engagement with the gLA. effectiveness of tHe gLa the gLA is now delivering an effective communication campaign to highlight the good work it is doing. the gLA is striking a reasonable balance in exposing those who exploit workers and breach the licensing standards without damaging the reputation of a broadly compliant food and agriculture industry. If anything the GLA has “gone soft” on exposing and naming and shaming complicit labour users. the supermarket supply chain places considerable emphasis on labour users and labour providers maintaining high ethical standards and this “regulation by reputation” is a powerful tool in incentivising the supply chain to selfregulate through due diligence to drive compliant behaviours. the gLA now measures and report its performance in terms of “outcomes” i.e. what it has achieved, as well as “outputs” i.e. what it has done. the outgoing board leaves licence holder satisfaction and stakeholder perceptions of the effectiveness of the gLA at an all-time high. the challenge to the new board is to maintain and improve upon this and to ensure that the gLA’s key performance indicators are transparent, appropriate to

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the gLAâ&#x20AC;&#x2122;s core function and that continue to drive policy and improve outcomes. the role of the gLA is to prevent and reduce worker exploitation through tackling unlicensed and criminal activity and ensuring that licensed businesses operate within the law. Key industry stakeholders have expressed concern that insufficient gLA resources are being allocated to ensuring that licensed businesses operate within the law. the gLA has yet to gain industry stakeholder understanding and support that through its risk based approach it has got this balance right with the resources it has available to it.

the gLA should be able to demonstrate to the industry it regulates that it is effective in driving out the rogue operators and establishing a â&#x20AC;&#x153;level playing fieldâ&#x20AC;?. Whilst significant progress has been made in a number of areas, there remain gaps in compliance activity for the gLA to address. 2014 figures show below that about 12% of established labour providers received a compliance inspection or that, on average, discounting the risk based approach, the gLA visits a labour once every eight and a half years .

calendar year

2008

2009

2010

2011

2012

2013

2014

compliance Inspections

274

127

150

134

103

100

Licence revocations

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gangMasters Licensing autHority – advice to tHe industry the following section has been provided by the gangmasters Licensing Authority. the gangmasters Licensing Authority regulates a significant percentage of uK labour providers – with as many as 700,000 temporary workers employed in the authority’s defined sector at peak times. the work performed under the GLA umbrella is worth around £1.34 billion to the uK economy – and is a sector of business we work tirelessly to keep free from exploitation. though companies with gLA licences are aware of the regulatory function we perform as a Home office sponsored body, far fewer will be familiar with our corporate aim - we work in partnership to protect vulnerable and exploited workers. our focus is firmly fixed on making sure that if someone is legally entitled to work in the uK and is provided to perform a role in our sector then they will get what they

are entitled to - a fair wage and decent working conditions. that was certainly not the case for the 23 chinese cockle pickers who drowned in morecambe bay in 2004. their demise forced a change in uK legislation and led to the establishment of the gLA as part of the provisions of the gangmasters (Licensing) Act. Though, after a decade of licensing, the sector in which we operate has evolved significantly, our main aim is virtually unchanged and is delivered by concentrating on three key priorities: • Preventing worker exploitation • Protecting vulnerable people • Tackling unlicensed and criminal activity, and ensuring those licensed operate within the law. the gLA sector includes: shellfish gathering, agriculture, horticulture and the biggest employer – the processing and packaging of food, drinks and other fresh produce like flowers for example. We will do our utmost to make sure all

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businesses who supply workers in these areas are offered every support to comply with the prescribed licensing standards thus ensuring a level playing field for businesses to operate on and thrive. Modern sLavery act 2015 offences under the gangmasters (Licensing) Act for the most part relate to unlicensed labour provision and use. However, the introduction of the new modern Slavery Act in march 2015 brought additional tools and stiffer sanctions to deal with associated offences – which are regularly uncovered through the day-today work of the gLA. the most commonly encountered examples of these are human trafficking and forced labour. the new Act brings more clearly defined legislation for all crimes classified as ‘modern Slavery’. A lesser-reported aspect of the new legislation is that is has also called for a

formal review of the gLA’s role, which must be carried out before the end of march 2016. this will involve a wideranging consultation on our remit and powers to see whether the current areas of regulated business, outlined above,

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should be extended to cover other recognised at-risk activities – such as construction, catering, hospitality, care homes, nail bars and hand car washes. HoW tHe gLa Works What we do is dictated by the information we receive. this could be reports about unlicensed ‘rogue’ businesses, or companies that hold a licence but are bending the rules to gain unfair advantages. the gLA is ‘intelligence-led’ and we operate to the same standards as the police to gather, handle and analyse information, feeding into national intelligence databases. A healthy flow of information from many sources is essential for us to operate effectively – e.g. reports from mistreated and underpaid workers, or a labour user that suspects something is not right. these could lead to a formal inspection of a licence holder and may result in conditions being added to their licence, that licence being revoked, or, in the worst cases, a criminal investigation and prosecution. the gLA now commits more time and resources to the latter category and on behalf of the industry, seeks to tackle the issues at the most serious end of the spectrum. Large, transient workforces

drafted fleetingly for one specific role or in one location are rife for exploitation. think of the numbers required to prepare turkeys and vegetables for christmas or supermarket bouquets for mothers’ Day. organised crime groups have recognised the pressures on securing enough workers to exploit the opportunities to make a quick profit at the expense of the vulnerable – usually migrant workers with little grasp of english language or laws. In December, for example, two Latvian nationals were jailed following a joint gLA and police investigation into the trafficking of migrant workers into cambridgeshire. they arrived having been promised plentiful and well-paid work harvesting food crops in fenland but the reality was their shifts were tightly controlled by the traffickers to keep them constantly in debt, their accommodation was over-crowded and squalid and they were paid as little as £20 per week. The controllers were each charged with acting as a gangmaster without a licence and received jail terms of 16 months and 18 months. In this case a major operation was

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planned to break up this organised crime ring but we’re aware that others exist and need your help to take them out. HeLP us HeLP you If you know of a business operating outside the law, exploiting workers, gaining an unfair or illegal advantage, or you have any information please call 0845 602 5020 and select option two to speak to the intelligence team. you may feel it is minor but it could be the missing piece of our jigsaw. providing workers without a licence in the gLA sector carries a penalty of up to 10 years in prison and so is treated very seriously.

use tHe inforMation on tHe gLa Website our website allows you to undertake simple checks. It provides guidance on who needs a licence and what activities are covered by the gLA – see www.bit.ly/ gLAlicence. you can also find out which labour providers have been inspected at www.bit.ly/gLAinspections or if they have had a licence revoked at www.bit. ly/gLArevocations. We’re also happy to answer your queries about licensing through our helpline, which you reach by pressing ‘option one’ after calling 0845 602 5020.

Alternatively, you can call our free reporting line on 0800 432 0804. Any call will be treated in strict confidence if you prefer not to leave your name. It’s also possible to report issues by emailing intelligence@gla.gov.uk, by completing an online form or by calling crimestoppers anonymously on 0800 555 111. What else can Labour providers do?

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trafficking and forced Labour We encounter increasing numbers of human trafficking and forced labour cases. under the new modern Slavery Act the gravity of both offences has been increased enormously, to the extent that both now carry the maximum available uK penalty of life imprisonment. crime groups who trade in these invidious practices are becoming more devious and sophisticated. Driven solely by greed they strive to make it harder for labour providers to identify when an agency employee is actually being forced to work or is a trafficking victim, transported to the uK specifically for the purpose of exploitation.

and comprehensive booklet to help people do just that. It’s called Spotting the Signs and you can download it in pdf format from the website at www.bit.ly/gLAbooklet.

What the traffickers cannot hide, however, are the signs that trafficking and forced labour leave on the victims. Indicators are there if you know what to look for and the gLA has recently produced an instructive

• Workers being held under lock and key • Only allowed out to go to work • Workers being accompanied by controllers at all times • Having no control of documents

Here you’ll find explanations of human trafficking, forced labour and debt bondage, as well as a very detailed list of the indicators labour users should be aware of. We urge all labour providers to read through this document, as some of the information contained often comes as a surprise. for example, most people perceive forced Labour as:

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the reality is that some of those indicators may be prevalent but often the coercion and control is much more subtle. If you suspect any of the workers you employ could be victims of trafficking or forced labour please contact the gLA immediately. We will not ‘shoot the messenger’! We will, however, work with you to root out and remove any exploitation from your operations, ensuring your business is compliant with our licensing standards and on the same footing as your competitors. gLa Major acHieveMents 2014-15 • Seeks to protect an estimated 700,000 people from exploitation in its regulated sector • GLA recognised nationally and internationally as the uK’s leading investigative agency into labour exploitation and leading contributor to the modern Slavery Act • Direct intervention on behalf of 3,064 workers to prevent them from exploitation • Steps to recover over £3.5 million on behalf of workers being exploited financially • The identification of £5.1m in proceeds of crime including vehicles and properties • 779 potential victims of labour exploitation have been identified and given support to remove them from danger • 38 potential trafficked victims assisted through the national referral mechanism • Regulating a labour sector in an industry worth £100 billion with a budget 0.004 percent of that figure • 100 percent of appeal success rate since 2010 • Preventing serious tax evasion and fraud by refusing and revoking 3 licences of

tax relief scheme operators and two licences suspended and revoked with immediate effect stopping further exploitation immediately for over 163 workers and preventing hundreds more being exploited in the future • Creation of a European network of enforcement agencies whose primary role is to address labour exploitation (18 countries rising to 32 by 2016) • Modern slavery/labour exploitation training and awareness to 2,500 supply chain and public sector staff from 314 organisations pledging to raise the risks of labour exploitation to an estimated 367,154 workers • Continued delivery of Stronger Together to Labour providers, Labour users and retailers • GLA working in partnership with, industry, university of Derby and Derbyshire constabulary to create a ‘blue print’ to tackle modern slavery • 82 licences granted, 27 refused, and 23 revoked, 104 application inspections, 99 compliance inspections • 86% of licence holders satisfied with gLA and 93.6% of stakeholders believe gLA is doing a good or very good job

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tHe gLa Licensing standards – May 2012 pArt one 1. introduction 1.1. the gangmasters Licensing Authority (GLA) protects workers from exploitation in agriculture, shellfish gathering and food and drink processing and packaging. the gLA operates a licensing scheme for those acting as a “gangmaster”. 1.2. part one of this document provides background information on the gLA licensing scheme. part two presents the GLA’s “licensing standards”. The

licensing standards are the conditions of a gLA licence. the standards comprise the requirements set out in the Gangmasters (Licensing conditions) rules 2009 plus other relevant legal requirements. this version of the licensing standards replaces the version issued in April 2009. 1.3. for more information, please see the gLA website, www.gla.defra.gov.uk, or contact the Authority by: telephone: 0845 602 5020 email: licensing@gla.gsi.gov.uk

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2. WHo needs a Licence? 2.1. Section 4 of the gangmasters (Licensing) Act 2004 defines the term “gangmaster”. Detailed guidance on who needs a licence is available on the gLA website or by contacting the gLA Helpline. Acting as a “gangmaster” includes: •

supplying labour to agriculture, horticulture, shellfish gathering and food processing and packaging, • using labour to provide a service in the regulated sector, or • using labour to gather shellfish. 2.2. A licence can be granted to any kind of legal entity, including individuals (sole traders), limited companies, unincorporated associations or partnerships. 2.3. the gLA takes a wide interpretation of the term “supply”. Employment Agencies and employment businesses that come within the scope of the licensing scheme, whether supplying temporary or permanent labour, will be tested against the licensing standards. Labour includes all workers, whether temporary or permanent. 2.4. If the work is undertaken in the uK, a licence is required regardless of where the business is located. 2.5. Someone is considered to be “using” labour if they employ the worker under a contract of employment or engage him or her under a contract for services. the gLA also considers someone “using” labour if they make arrangements with the worker that: • require the worker to follow his or her instructions,

•

determine where, when or how the worker carries out the work, or (for using workers to gather shellfish) require the worker to sell their gathered shellfish to them as the first link in the buying chain. 2.6. the above applies whether the licence holder makes these arrangements directly with a worker or makes them indirectly through another person, for example a supervisor, intermediary or agent. 2.7. there are exemptions from the licensing scheme for some specific circumstances. Advice on these exclusions is available from the gLA helpline or www.gla.defra.gov.uk. 3. HoW tHe Licensing standards WiLL be aPPLied 3.1. the licensing standards will be applied on the basis of the type of business, for example whether the business provides temporary or permanent workers. this means that not all the licensing standards will apply to all businesses. 3.2. generally, if a worker is to be paid by the licence holder then they will be expected to meet most, if not all, of the standards. However, if you are not able to meet a standard because it is not appropriate for your business, you may still be granted a licence. 3.3. further advice on how the licensing standards might apply to an individual business can be obtained from the gLA. 4. assessing coMPLiance and gLa insPections 4.1. the gLA adopts a proportionate approach when applying the licensing standards. the gLA is concerned the Association of Labour providers 75

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with identifying the more persistent and systematic exploitation of workers rather than concentrating on isolated non-compliances, unless such a non-compliance is “critical” in its own right. 4.2. the gLA will work closely with other government departments and agencies and exchange information through legal gateways. this forms part of the licensing process and assessment of compliance with the standards. 4.3. compliance with the licensing standards is assessed, where necessary, through inspections of applicants and licence holders. 4.4. During an inspection, the applicant or licence holder may be asked to give details of contracts with clients. the inspection may include visiting your client to check the place of work. the gLA may also interview workers. the inspection will proceed based on the workers’ responses and any other relevant factors. 4.5. the applicant or licence holder may be asked to provide documentary evidence (such as written terms and conditions with workers and clients, contracts, wage books etc) to demonstrate compliance with the licensing standards. Where an applicant is inspected and they are already operating in non-gLA regulated sectors, the Authority may seek the applicant’s agreement to inspect those activities. 4.6. A new business will be expected to show that it has systems in place that demonstrate its ability to comply with the standards.

4.7. the information collected during an inspection will assist the gLA in determining whether a licence should be granted or refused for an application or revoked for an existing licence holder. 4.8. the inspection will test the relevant licensing standards, which will result in an overall score. each standard has an associated score. Standards designated as “critical” are worth 30 points. All other standards are worth 8 points, except licensing standard 1.4 which can score up to 16 points. there are three possible outcomes: no issues identified 4.9. for applicants, a licence will be granted. there would be no change for existing licence holders. inspection score is below 30 points 4.10. Additional Licence Conditions (ALC) will be attached to the licence. An ALc is a specific requirement which a licence holder must comply with. usually, ALcs will be against individual non-critical Standards where non-compliance has been identified. the licence will become conditional on those non-compliances being corrected. the gLA will explain what measures need to be taken to rectify identified non-compliances. inspection score is 30 points or more 4.11. the application or licence will usually be refused or revoked. However, the gLA may consider attaching ALcs where it is proportionate to do so after considering the extent and nature of the non-compliance. 4.12. If an application is refused, the applicant must not trade in the licensable sectors. Any revocation

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will be with or without immediate effect depending on which standards are failed. If a licence is revoked, the licence holder will be notified of whether trading may continue, usually until the outcome of any appeal is determined, or whether they should cease trading immediately. 5. aPPLying for a Licence 5.1. you can apply for your gLA licence online at www.gla.defra.gov.uk or by telephoning the gLA helpline on 0845 602 5020. please read the gLAâ&#x20AC;&#x2122;s Application form guidance before applying for a licence (available on the gLA website or by ringing the gLA helpline). 5.2. the first stage of applying for a gLA licence is to complete the application

form. The â&#x20AC;&#x153;Principal Authorityâ&#x20AC;?, the person responsible for the day-today management of the business, is responsible for signing the declaration of the completed application form on behalf of the business. 5.3. Any information submitted in an application will be processed in accordance with the Data protection Act 1998. the gLA is the data controller for the purposes of this Act. Information provided may be shared with other government departments and law enforcement agencies. 5.4. once your application has been submitted, the gLA will run checks with other uK enforcement agencies and if required, authorities in other countries. you may also be inspected the Association of Labour providers 77

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or asked to provide additional information. the gLA Licensing team will then decide whether a licence can be granted. 5.5. once your application is approved, your licence will usually be granted for a 12 month period. the gLA will contact you before the expiry date to remind you that your licence is due for renewal. you must renew your licence before your current one expires otherwise a new application must be made. 5.6. the current fee levels are available on the gLA website. Alternatively, please ring the gLA helpline for the latest levels. please be aware that fees are non-refundable.

two years from the date of the second decision. 5.9. the gLA will also consider automatically refusing an application in the following circumstances: •

5.7. Details of all licence holders and applicants are available on the gLA public register, available online at www.gla.defra.gov.uk. A list of revoked licences is also available on the gLA website. 5.8. please be aware that the gLA will usually automatically refuse applications where it is proportionate to do so in the following circumstances: •

•

if an applicant, proposed principal Authority or any person named or specified in the application has been found not to be fit and proper. this applies for at least two years from the date of that decision. Where an applicant, proposed principal Authority and any person named or specified in the application has been refused or revoked twice within a two year period. this applies for at least

•

if an applicant, proposed principal Authority and any person named or specified in the application is found to have been connected to someone who has been deemed not to be fit and proper. this applies for at least two years from the date of the fit and proper decision. Where an applicant, proposed principal Authority and any person named or specified in the application is found to have been connected to someone who has been refused or revoked within a two year period. this applies for at least a two year period from the date of the second decision.

5.10. paragraphs 5.8 and 5.9 apply if standards 1.1 and 3.1 have been failed. these paragraphs will also apply if standards 3.2 and 3.3 have been failed where forced labour has been identified. 5.11. the above will apply unless exceptional circumstances can be

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demonstrated to justify why the application should be considered on its own merits. 6. WHo sHouLd be naMed on a Licence? 6.1. A licence authorises a business to act through named individuals or specified posts. the public register displays those named or specified on a licence. 6.2. Anybody with a responsibility for negotiating contracts with clients for supplying workers or providing services needs to be named or specified on the licence. for licence holders with a turnover of less than £5 million a year in the GLA regulated sectors, actual names are required. for licence holders with a turnover of £5 million or more, individuals can be specified by job titles. 6.3. for licences authorising the use of a worker to gather shellfish, supervisors or group leaders must be individually named on the licence (please see Licensing Standard 6.5 for further details). 7. aPPeaLing against a gLa decision 7.1. there is a right of appeal against any decision of the gLA: •

to refuse an application for a licence, • to attach conditions to a licence, • to revoke a licence, or • to refuse the transfer of a licence 7.2. Any decision the gLA makes will explain the process for making an appeal. guidance on the appeals process is available from the gangmasters Licensing Appeals Secretariat. the Secretariat can be contacted at:

gangmasters Licensing appeals Alexander House, 14-22 the parsonage, manchester, m3 2JA Dx address: Dx 743570 manchester 66 telephone: 0161 833 6100 fax: 0161 832 0249 email: gangmasters.appeals@hmcts. gsi.gov.uk 7.3. In northern Ireland, the Secretariat may be contacted at: office of the industrial tribunals and the Fair employment tribunal gangmasters Licensing Appeals, Long bridge House, 20-24 Waring Street, belfast, bt1 2eb telephone: 02890 327 666 fax: 02890 230 184 8. criMinaL offences 8.1. The Gangmasters (Licensing) Act 2004 includes a number of criminal offences. the gLA enforces these criminal offences on behalf of the Department for environment, food and rural Affairs (in Great Britain) and the Department of Agriculture and rural Development (in Northern Ireland). section 12(1) offence: acting as a gangmaster without a Licence 8.2. It is illegal to act as a gangmaster without a licence. the maximum penalty for operating without a licence is 10 years in prison and a fine.

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section 12(2) offence: Possessing False Documents

with any requirement made by a gLA officer.

8.3. A person commits an offence if, in an attempt to make another person believe they are licensed, they possess or control:

9. coMPLaints 9.1. If you are dissatisfied with the service you receive from the gLA, please write to:

• A relevant document that is false or they know or believe is false • A relevant document that was improperly obtained and or that they know or believe was improperly obtained, or • A relevant document that relates to someone else 8.4. “Relevant” means any document the gLA issues in connection to a licence and being licensed. section 13(1) offence: Using an Unlicensed gangmaster 8.5. It is illegal to use an unlicensed gangmaster. the maximum penalty for this offence is 6 months in prison and a fine. section 18(1) offence: obstruction 8.6. It is an offence to obstruct a gLA officer in the course of his or her duties. It is also an offence to fail to comply, without reasonable cause,

gangmasters complaints gangmasters Licensing Authority po box 8538 nottingham ng8 9Af email: complaints@gla.gsi.gov.uk

pArt tWo gLa Licensing standards this section sets out the detail of the gLA licensing standards and explains what is expected to demonstrate compliance. the standards are the conditions of a licence. References to a “licence holder” includes applicants for a gLA licence. Licensing standard 1: fit and ProPer test 1.1 critical: Fit and Proper the licence holder, principal Authority and any person named or specified in the licence must at all times act in a fit and proper manner. Please note • the gLA will assess all relevant factors in considering whether a licence holder acts in a fit and proper manner. • the factors the gLA will consider include, but are not limited to, whether the principal Authority, directors or company officers (where the licence holder is a company), partners (where the licence holder is a partnership), members of the association (where the licence holder is an

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unincorporated association) and any person named or otherwise specified in the licence has: • intentionally obstructed the gLA. this includes preventing an inspection being conducted without reasonable cause, • been convicted of any criminal convictions unspent under the rehabilitation of offenders Act 1974. particular consideration will be given to offences of dishonesty, fraud, violence, forced labour, human trafficking, carrying offensive weapons, fire arms offences, intimidation, blackmail or harassment, • contravened any of the requirements and standards of other regulatory authorities, including the Department for business, Innovation and Skills, Department for Work and pensions, Hm revenue and Customs (HMRC), Health and Safety Executive (including where the HSe issue a prohibition notice), uK border Agency, police, local authorities or overseas authorities, • been an owner, director or partner, or has been concerned in the ownership or management of a business that has gone into insolvency, liquidation or administration whilst the person has been connected with that organisation, • been investigated, disciplined, censured or criticised by a regulatory or professional body, court or tribunal, whether

•

publicly or privately in matters relating to any business with which they have been involved, • been dismissed from, or asked to resign and resigned from, employment or from a position of trust, fiduciary appointment or similar, • been disqualified from acting as a director or disqualified from acting in any managerial capacity, • not been candid and truthful in all their dealings with any regulatory body and they have not demonstrated a readiness and willingness to comply with the requirements and standards of the regulatory system and with other legal, regulatory and professional requirements and standards. this includes deliberately under declaring turnover, or • been influenced by a third party who the gLA considers not fit and proper. the gLA treats each case individually, taking account of the seriousness of, and circumstances surrounding the matter in question. the gLA will the Association of Labour providers 81

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consider the explanation offered by the person to whom it relates, the relevance of any conviction, rehabilitation and evidence that the matter will not reoccur. • failure against this standard may lead to a licence being revoked with immediate effect. 1.2 critical: Principal authority competency test the gLA will consider the principal Authority’s competence and capability to hold a gLA licence in deciding whether the principal Authority is “fit and proper”. In making this decision regard will be given to matters including, but not limited to whether the principal Authority has an understanding of the gLA licensing standards and / or has sufficient management processes. Please note Where this standard is failed for licence holders where a new principal Authority has been appointed, the licence may be revoked with immediate effect.

1.3

critical: correcting additional Licence conditions A licence holder must correct any Additional Licence Conditions (ALCs) within the time period prescribed by the gLA.

Please note • this includes notifying the gLA within 20 working days once the licence holder starts to supply workers in the licensable sectors following the issue of a licence. • this should be done in accordance with the gLA’s instructions on clearing ALcs. • failure against this standard will lead to a licence being revoked without immediate effect. 1.4 changes in Details A licence holder must notify the gLA within 20 working days if: •

the principal Authority changes (16 points) • the principal Authority, directors, company secretary or partners are convicted of any criminal offence or receive an alternative civil sanction (16 points), • the business enters administration or is made bankrupt (16 points), • the trading name changes (16 points), • any directors, company secretary, partners or other individuals named on the licence change (8 points), • any contact details for the business change (8 points) Please note • please see paragraph 4.8 of part one for information on the scoring system of the licensing standards.

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•

non-compliance with this standard will contribute a maximum of 16 points to a licensing standard compliance score. If more than one noncompliance is identified, the standard will only be failed once with only the highest score being accrued. the points will remain on the licence for a 12 month period and will count towards any subsequent inspection score within that period. • this standard will not be failed if the licence holder can provide a reasonable explanation for why they have not notified the gLA within the timescale required. • A licence will expire if a licence holder’s registered company number, unique tax reference or vAt number change. A licence will also expire if the business is in liquidation. Licensing standard 2: Pay and tax Matters 2.1 critical: Paye, ni and vat • A licence holder who employs workers under a contract of employment, contract of service, engages them under a contract for services or where the provisions of chapter 7 of part 2 of the Income Tax (Earnings and pensions) Act 2003 apply must: • be registered with Hmrc and have a valid pAye number, and • accurately calculate and deduct tax and national Insurance from all workers’ pay and pay the correct amount to Hmrc in a timely manner. • A licence holder who exceeds the vAt threshold must be registered

with Hmrc and charge and pay the correct amount of vAt in a timely manner. Please note failure against this standard will lead to the licence being revoked without immediate effect. 2.2 critical: Paying Wages • A worker must be paid at least the national minimum Wage (NMW) or, if applicable, in accordance with appropriate Agricultural Wages Order (AWO). • Sufficient records must be kept to prove payment of nmW or in accordance with the appropriate AWo. Please note failure against this standard will lead to the licence being revoked without immediate effect. 2.3 Benefits A licence holder must maintain records to show that a worker receives paid annual leave, sick, maternity, paternity and adoption pay to which they are legally entitled. 2.4 Payslips A licence holder must provide workers with itemised payslips at or before the time when wages or salary is paid. Please note the payslip should contain the gross and net amount of wages or salary and the amounts and purposes of any deductions.

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Licensing standard 3: forced Labour and MistreatMent of Workers 3.1 critical: Physical and mental mistreatment • A worker must not be subjected to physical or mental mistreatment. • threats must not be made to a worker or others. Please note failure against this standard may lead to a licence being revoked with immediate effect. 3.2 critical: restricting a Worker’s movement, Debt bondage and retaining iD Documents • A licence holder must not: • restrict a worker’s movement. there should be no debts between a licence holder and worker that prevent the worker freely seeking other

employment. Workers must be free to work elsewhere without incurring, or fear of incurring, any other detriment, • subject, or threaten to subject, a worker to any detriment because the worker has terminated or given notice to terminate any contract between the worker and the licence holder or the worker has taken up or proposes to take up employment elsewhere, • require the worker to notify the licence holder, or any person connected to the licence holder, the identity of any future employer, • retain identity papers, except when it is necessary to check a worker’s entitlement to work in the uK, and then only until the check is complete, or • force or coerce a worker to work against their will. • If a worker is loaned money directly or indirectly by the licence holder to meet their travel or other expenses to take up a position, the worker: • cannot be required to repay a sum greater than the sum loaned, and • must be provided in writing with full details of the repayment terms of any loan. Please note failure against this standard may lead to a licence being revoked with immediate effect. 3.3 critical: Withholding Wages A licence holder must not withhold or threaten to withhold the whole or part of any payment due to a worker

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in respect of any work they have done on any of the following grounds: •

the licence holder has not received payment from the labour user, • the worker has failed to prove that they have worked during a particular period of time (but this does not prevent the licence holder from satisfying itself by other means that the worker worked for the particular period in question), • the worker has not worked during any period other than that to which the payment relates, or • any matter within the control of the licence holder. Please note failure against this standard may lead to a licence being revoked with immediate effect. Licensing standard 4: accoMModation 4.1 critical: Quality of accommodation A licence holder who provides, or effectively provides, accommodation must ensure the property is safe for the occupants.

Please note • the accommodation must be maintained in a good state of repair, must contain adequate kitchen, bathroom and toilet facilities for the number of occupants and must not be overcrowded. Any category 1 hazards as assessed under the Housing Health and Safety rating System must be properly resolved. • furniture and furnishings supplied in the accommodation must comply with all relevant legislation. • gas installations must be maintained at least annually by a suitably qualified person registered with the gas Safe register: www.gassaferegister. co.uk. copies of the annual gas safety check must be given to all occupants or prominently displayed in the property. If such a person has said that remedial actions are needed to make the installation safe, this remedial work must be undertaken as soon as possible by a suitably qualified person. • electrical equipment, including the fixed wiring and any appliances, must be safe and properly maintained. • the gLA will take a proportionate view in deciding on whether to fail this standard for minor infringements or easily fixable issues. • A licence holder will be considered as providing or effectively providing accommodation in all the following circumstances whether the Association of Labour providers 85

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•

or not the accommodation is let by the licence holder or a third party: • the accommodation is provided in connection with the worker’s contract of employment, • a worker’s continued employment is dependent upon occupying particular accommodation, or • a worker’s occupation of accommodation is dependent upon remaining in a particular job. Where the provision of accommodation by a licence holder and a worker’s employment are not dependent upon each other, a licence holder may be considered to be providing accommodation in circumstances where: • a licence holder is a worker’s landlord either because they own the property or because they are subletting the property, • a licence holder and the landlord are part of the same group of companies trading in association, • a licence holder’s and the landlord’s business have the same owner, or business partners, directors or shareholders in common, or • a licence holder or an owner, business partner, shareholder or director of the licence holder’s business receive a monetary payment and / or some other benefit from the third party acting as landlord to the workers.

•

A third party in this instance includes: • a business and company which is a separate legal entity to the licence holder, • an individual including those who are family members of a director, business partner, shareholder, owner or principal Authority of the licence holder, and • a business or company with a director, shareholder, owner or business partner who is a family member of a director, shareholder, owner, principal Authority or business partner of the licence holder. this interpretation will apply whenever the licence holder is providing accommodation regardless of whether the worker can choose whether or not to occupy the accommodation.

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even if the accommodation is optional, where the worker chooses to accept the offer, this interpretation will apply. • failure against this standard may lead to a licence being revoked with immediate effect. 4.2 Licensing of accommodation • A licence holder who provides, or effectively provides, accommodation must ensure the property is properly licensed or registered: • if it is a licensable House of multiple occupation, • if it is in an area subject to selective licensing, or • if the accommodation is on a caravan site which requires licensing. • A licence holder who provides accommodation in Scotland must be registered with the local authority as a private landlord. 4.3 situations Where Workers are Provided with travel or required to Live away From Home • A licence holder must not arrange work for a worker (except where the worker is employed by the labour user) if, in order to take up that work the worker must live

•

away from their uK home, unless the licence holder has taken all reasonable steps to ensure that: • suitable accommodation will be available for the worker before they start work, • the worker has been informed of details of the accommodation including any cost to them, and • suitable arrangements have been made for them to travel to such accommodation. Where a worker is: • to be supplied to a labour user, except as the labour user’s employee, or is under 18 years old, and • the licence holder, labour user or any intermediary has arranged free travel or paid the worker’s travel expenses to work, the licence holder must, if the work does not start or when it finishes, either: • arrange free travel for the worker’s return journey, • pay the worker’s return fare, or • arrange for the labour user or any intermediary to provide free travel or pay the return fare. A licence holder must give notice to the worker setting out the details of the free or paid for travel, including any conditions which apply. A licence holder must not arrange work for a worker younger than 18 years old where they are required to live away from home unless the worker’s parent or guardian has consented.

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Please note Where a labour user does not comply with the undertaking to arrange free return travel or pay the return fare, the licence holder must either arrange free travel for the return journey of the worker or alternatively pay their fare. Licensing standard 5: Working conditions 5.1 rest Periods, Breaks and annual Leave A worker must be able to take the rest periods, breaks and annual leave to which they are legally entitled. 5.2 Working Hours • A worker must not be forced to work more than 48 hours a week on average unless they agree to work beyond this limit. • Any agreement must be voluntary, in writing and signed by the worker. • A worker must be free to amend or cancel this agreement, subject to notice requirements. 5.3 right to Belong to a trade Union A worker must not be prevented from taking up trade union membership nor be penalised for doing so. 5.4 Providing Workers in industrial Disputes A licence holder must not introduce or supply a worker: • to replace a worker taking part in an official strike or any other industrial action, or • to do work of someone who has been transferred by the labour user to perform the duties of the person on strike or taking industrial action. Please note this standard will not be failed if the licence holder does not know, or has no

reasonable grounds for knowing, that official strike action is in progress. this standard also does not apply to unofficial strike action. 5.5 confidentiality A licence holder must not disclose any personal data about a worker without their prior consent unless it is required by any other licensing standards or any other law. Please note If a worker gives consent and then withdraws it, the licence holder cannot consider itself to have the worker’s prior consent. In addition, it may not make provision of its services conditional upon the worker giving their consent or agreeing not to withdraw it once it has been given. 5.6 Disciplinary and grievance Procedures A licence holder must deal properly with disciplinary matters and grievances. 5.7 Discrimination A licence holder must not unlawfully discriminate against a worker or work seeker on the grounds of age, disability, gender reassignment, marriage and civil partnership,

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pregnancy and maternity, race, religion or belief, sex and sexual orientation. Licensing standard 6: HeaLtH and safety 6.1 assigning responsibility and assessing risk A licence holder must co-operate with the labour user to ensure that: • responsibility for managing the day to day health and safety of the workers has been agreed and assigned, • a suitable and sufficient health and safety risk assessment has been completed (and recorded where required) before work commences, and • any risks identified are properly controlled. 6.2 instruction and training • A licence holder must co-operate with the labour user to ensure responsibility for: • any health and safety training, including induction training, deemed necessary to carry out the work safely has been agreed and assigned, • making sure that the workers provided have received any necessary health and safety training, including induction training, appropriate to the site(s) at which they are working and the work they have been employed to do, and • making sure all information and training is comprehensible. • no charge may be made for providing health and safety training. Any time spent training should be treated as an extension of time at work.

6.3 safety at Work A licence holder must co-operate with the labour user to make sure that: •

adequate and appropriate personal protective equipment (PPE) is provided. Employees and workers who would be legally regarded as employees for health and safety purposes must be provided with ppe without charge, • adequate arrangements have been made to provide welfare facilities (sanitary conveniences, washing facilities, drinking water, facilities for changing clothes and for rest and consuming food and drink) where it is reasonably practicable to do so or if it is legally required, and • adequate arrangements have been made for first aid and the recording and reporting of reportable incidents at work. Please note • A licence holder must not ask for payment for ppe from employees and workers who would be legally regarded as employees for health and safety purposes. this includes seeking refundable or non-refundable deposits. • If a worker fails to return the ppe, as long as the requirement to do so has been made clear in writing, the licence holder may deduct the cost of the replacement from any wages owed. • Accidents must be properly investigated so that lessons can be learned and changes can be made to ways of working, equipment or supervision if necessary.

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6.4 critical: transport • A vehicle used by the licence holder to transport workers must: • have a valid vehicle licence (tax disc), • have an applicable MOT certificate if required, • have appropriate insurance, including cover for all circumstances of hire or reward regardless of the size of the vehicle, • be in a roadworthy condition and have no obvious or identifiable defects, and • carry workers in a safe manner. • A licence holder who operates vehicles with 9 or more passenger seats used for hire or reward must: • have a Public Service vehicles (PSv) Operator’s licence, and • have documentary evidence that the vehicles are registered and maintained as pSvs and have a certificate of Initial fitness. • A driver used by the licence holder to transport workers must: • hold a valid driving licence, • have Passenger Carrying vehicle (PCv) entitlement and driver certificate of professional competence if driving a vehicle with nine or more passenger seats used for hire or reward, and • Comply with rules covering drivers’ hours and tachographs. Please note • In assessing whether a vehicle has “obvious or identifiable” defects, the gLA will apply a common sense test of whether the vehicle

is clearly unsafe, for example, without seatbelts or with unsafe seats and doors. • the gLA will take a proportionate view in deciding on whether to fail this standard for minor infringements or easily fixable issues. • failure against this standard may lead to a licence being revoked with immediate effect. 6.5 critical: Using Workers to gather shellfish – Planning and supervision A licence holder must ensure each group of workers has a recognised and competent supervisor / group leader named on the licence. the supervisor / group leaders must: • have knowledge of local tide tables (and have an accurate watch) and forecast weather and local conditions (including quicksand, shifting gullies, rivers in flood, the nature and speed of the tide), • be able to communicate directly with workers under their control, • have a suitable communications device (either a vHF marine band radio or a mobile telephone where reception is adequate). batteries should be sufficiently charged and the devices should

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be kept dry, have a location device, preferably a Global Positioning Unit (GPS) and / or compass, • have emergency telephone numbers for the maritime and coastguard Agency and other emergency Services as well as appropriately maintained and correctly used emergency equipment (including flares and whistles in case of fog or mist), • recognise that working at night creates additional risks and requires appropriate and special precautions, • accompany the workforce as appropriate when working below the high tide mark, • be able to demonstrate they can adequately supervise all workers. the size of the group will depend on the experience of the licence holder and / or supervisor as well as the prevailing weather and local conditions, • allow sufficient time to get workers ashore safely, • have high visibility clothing which is both warm and weatherproof available for the workers, and • notify the maritime and coastguard Agency rescue and coordination centre of times going out and coming back, where the work is planned to take place, the size of the group, the licence holder’s urn and contact details. Please note failure against this standard may lead to a licence being revoked with immediate effect. •

6.6 critical: Using Workers to gather shellfish – getting to the Work area a licence holder must ensure: • any vehicle used to access the fishery is suitable for the work area and has sufficient fuel for emergencies. If access is via public roads, all vehicles must be roadworthy and properly insured, and • where a trailer pulled by any vehicle is used to carry passengers, they must be suitable, including being fitted with a headboard, tailboard and suitable side protection to prevent passengers falling off and provided with adequate means of communication between the driver and trailer. passengers should not be carried in tractor cabs (unless the manufacturer has provided a second seat), on tractor steps or on the drawbar. Please note failure against this standard may lead to a licence being revoked with immediate effect. 6.7 critical: Using Workers to gather shellfish – Lifejackets and Life rafts • A licence holder must provide lifejackets and life rafts where required. Lifejackets and life rafts must be routinely checked and maintained in accordance with the supplier’s instructions. • A worker using a lifejacket and / or life raft must be properly trained and be able to operate them in an emergency.

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Please note failure against this standard may lead to a licence being revoked without immediate effect. 6.8 critical: Using Workers to gather shellfish – Use of Boats Any boat used by a licence holder for accessing fisheries and transporting workers must be a maritime and coastguard Agency certificated workboat. Please note failure against this standard may lead to a licence being revoked with immediate effect. 6.9 critical: Using Workers to gather shellfish – shellfish gathering Permits and Licences Where a permit or licence for shellfish gathering is required, a licence holder must ensure that the workers possess and comply with that permit or licence. Please note failure against this standard may lead to a licence being revoked with immediate effect. Licensing standard 7: recruiting workers and contractual arrangements 7.1 critical: Fees and Providing additional services • A licence holder must not charge a fee to a worker for any workfinding services. • A licence holder must not make providing work-finding services conditional on the worker: • using other services or hiring or purchasing goods provided by the licence holder or any person connected to them, or

• giving or not withdrawing consent to disclosing information about that worker • A worker must be able to cancel or withdraw from any services provided at any time without incurring any detriment or penalty, subject to the worker giving 5 working days notice or, for services relating to providing accommodation, 10 working days. Please note • “Work-finding services” means services (whether by providing information or otherwise) provided by a licence holder: • to a person for the purpose of finding that person employment or seeking to find that person employment, • to an employee of the licence holder for the purpose of finding or seeking to find another person, with a view to the employee acting for and under the control of that other person, or • to a person (“A”) for the purpose of finding or seeking to find another person (“B”), with a view to A becoming employed by the licence holder and acting for and under the control of b. • Failure against this standard will lead to a licence being revoked without immediate effect. 7.2 right to Work A worker must have entitlement to undertake the work in question in the uK.

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Please note A worker’s visa restrictions must be complied with. In the event that it is discovered that a worker is not legally entitled to work in the uK, this standard will not be failed if the licence holder has established and retained a statutory defence. 7.3 Workers: contractual arrangements and records agreeing terms with Workers • Before supplying a worker to a labour user, a licence holder must agree the terms which will apply between the licence holder and the worker. the terms must include: • the type of work the licence holder will find or seek to find for the worker,

• whether the worker is or will be supplied by the licence holder under a contract of service (i.e. a contract of employment) or a contract for services, and in either case, the terms and conditions which will apply, • an undertaking to pay the worker for any work carried out regardless of whether the licence holder has been paid by the labour user, • the length of notice the worker is required to give and entitled to receive to terminate any particular assignment, • the pay rate or the minimum rate to be expected, • details of the intervals at which remuneration will be paid, and

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• details of any entitlement to annual holidays and to payment in respect of such holidays. • A licence holder must record all the terms, where possible in one document, and give the worker the written terms before the licence holder provides any services to the worker. this does not apply if the worker has been given a written statement of employment particulars in accordance with part I of the employment rights Act 1996. • Terms may be varied only by written agreement from the worker. A copy of this agreement must be provided to the worker as soon as possible and no later than the end of the fifth working day following the date the variation was agreed. notifying Details of Fees and services • A worker must be informed in writing of any fees relating to services which they have taken up. this should include: • the amount or method of calculation of the fee, • the identity of the person to whom the fee is or will be payable, • a description of the services or goods to which the fee relates as well as explaining the worker’s right to cancel or withdraw from the service and the length or notice period required, and • the circumstances, if any, in which refunds or rebates are payable to the worker, the scale of such refunds or rebates, and

if no refunds or rebates are payable, a statement to that effect. • A licence holder may not make the continued provision of any services by them to a worker conditional on the worker agreeing to any variation. Worker records A licence holder must record as soon as reasonably practicable: • the date terms are agreed between the licence holder and the worker, • the worker’s name, address and, if under 22, date of birth, • any terms which apply or will apply between the licence holder and the worker, and any document recording any variation, • any relevant details of the worker’s training, experience or qualifications and any authorisation to undertake particular work (and copies of any relevant documentary evidence obtained by the licence holder), • details of any requirements specified by the worker in relation to taking up employment, • the names of labour users or sub-contractors / other labour providers to whom the worker is supplied, • details of any resulting engagement and the date from which it takes effect, • the date any contract was terminated, where applicable, and • where payments are made by a worker, other than those legally required, there is evidence of the worker’s written consent.

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Please note • A licence holder must record all terms in writing, where practicable in one document, and give the worker the written terms before they provide services to the worker. • Records must be kept for at least one year. records may be kept either in written or electronic form. • A licence holder may keep records either at the premises where they trade, or elsewhere, provided they are readily accessible and capable of being delivered to the licence holder’s premises in the uK or to the Authority within two working days. 7.4 Labour User: agreements and records agreeing terms with Labour Users before first providing services, other than providing information, to a labour user, a licence holder must agree in writing the terms which will apply between the licence holder and labour user, including:

Details of any fee which may be payable by the labour user to the licence holder including: •

the amount and method of calculating the fee, • the circumstances in which a refund or rebate will be payable to the labour user and, if none is payable, a statement to that effect in the terms, and • the procedure to be followed if a worker introduced or supplied to the labour user proves unsatisfactory. • If any variation to those terms is agreed, the licence holder must provide the labour user with a document containing details and the date of the variation as soon as reasonably practicable. records A licence holder must record, as soon as reasonably practicable, the following details relating to each labour user: •

the date terms are agreed between the licence holder and labour user, the Association of Labour providers 95

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•

• • •

•

• •

•

the labour user’s name and address, and location of the place of work if different, details of the position(s) the labour user seeks to fill, the duration or likely duration of the work, any training, experience or qualifications and any authorisation to undertake particular work, the terms offered in respect of the position the labour user seeks to fill, a copy of the terms between the licence holder and the labour user, and any document recording any variation, the names of workers supplied, the details of each resulting engagement and date from which it takes effect, and dates of requests by the licence holder for fees or other payment from the labour user and of receipt of such fees or other payments, and copies of statements or invoices.

Please note • Records must be kept for at least one year. • A licence holder may either keep records at the premises where they trade, or elsewhere, provided the records are readily accessible and capable of being delivered to the licence holder’s premises in the uK or to the gLA within two working days. • Records may be kept in either written or electronic form. • A licence holder must send a copy of the terms to the labour user as soon as reasonably practicable. the licence holder and the labour user must agree to any variation in the terms set out in this document and the licence holder must provide a document containing details and the date of the variation as soon as is reasonably practicable. 7.5 restriction on charges to Labour Users A licence holder must not seek a transfer fee from a labour user, or seek to enforce any other contractual

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terms, for a worker to be employed by the labour user or for another licence holder to supply that worker to the labour user if: •

the contract between the licence holder and labour user does not include an option for the licence holder to choose for an extended period of supply, as specified in the contract, at the end of which the worker will transfer without charge, • the worker is employed by the labour user or supplied by another licence holder after eight weeks from when the worker last worked for the licence holder or 14 weeks from the first day on which the worker started work for the labour user, whichever date is later. Please note Where a labour user opts for an extended period of supply, the licence holder must supply the worker for the entirety of that period on terms no less favourable to the labour user than those that applied between the licence holder and the labour user before the licence holder received notice that the labour user wished to opt for the extended period of supply. If there has been a period of more than 42 days where a licence holder has not supplied the worker to the labour user, then this will break continuity for calculating the start of the 14 week period. Licensing standard 8: sub-contracting and using other Labour Providers 8.1 critical: sub-contracting and Using other Labour Providers A licence holder must only use a sub-contractor and / or other labour

provider who holds a current gLA licence. Please note • It is a criminal offence to use an unlicensed gangmaster under section 13 of the gangmasters (Licensing) Act 2004. • failure against this standard may lead to a licence being revoked with immediate effect. • the standard will not be failed if the licence holder has complied with the reasonable Steps guidance or the gLA’s Active check process for verifying that the sub-contractor or other labour provider is licensed, and has retained documentary evidence of such compliance to establish a statutory defence. 8.2 records of Dealing With other Licence Holders A licence holder must record as soon as reasonably practicable the names of any other sub-contractors whose services the licence holder uses. Please note • Records must be kept for at least one year. • Records may be kept at any premises a licence holder uses for or in connection with the carrying on of their business, or elsewhere; if kept elsewhere, the licence holder must ensure the records are readily accessible and capable of being delivered to the licence holder’s premises in the uK or to the gLA within 2 working days. • Records may be kept either in written or electronic form.

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Welcome to J & C Recruitment, We are recognised as one of the leading players in the temporary labour market following five successful years of continued growth. Our Success has been driven by our dedication to all our clients. We fulfil each assignment as if it were the first, providing the highest calibre of staff to meet the requirments. Honesty and integrity are our watch words. As a member of the ALP (Association of Labour Providers) we are always ahead of the game in regards to legislation changes and we have been independently audited, successfully, to comform to the government legislation. The Gangmasters Licensing Act came into force during 2006 and J&C were one of the first to be registered and to recieve their full GLA license. We pride oursleves on our professional and competent service. With dedicated staff assigned to each client our ability to service your requirements is second to none within the recruitment industry. CALL US NOW YOU WILL NOT BE DISAPPOINTED

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alp directory

aLP MeMbers / aLP MeMbers / aLP MeMbers / aLP MeMbers / aLP MeMbers / aLP Me

0-a 1st stoP recruitMent Ltd Lesley Whiting 6 Jubilee Walk, Haverhill, Suffolk cb9 8DA 01440 763021 lesley@1ststoprecruitment.co.uk www.1ststoprecruitment.co.uk 24-7 eMPLoyMent soLutions Ltd Harem kamishi 198 parrock Street gravesend, Kent DA12 1eW 01474 328693 harem@247esl.co.uk www.247esl.co.uk 360 recruitMent Ltd gregory tyler the Landmark tudor Square, West bridgford, nottingham, nottinghamshire ng2 6bt 01159 233366 greg@360rec.co.uk www.360rec.co.uk 365 resources and recruitMent Ltd t/as Mrr recruitMent adam raybould unit 32, Wem business park, new Street, Wem, Shropshire Sy4 5Jx 01939 234660 adam@mrrrecruitment.co.uk www.mrrrecruitment.co.uk 725 Ltd bashir Ali 193b parrock Street gravesend, Kent DA12 1eW 01474 533745 info@725ltd.co.uk www.725ltd.co.uk

a d & r fisHer david fisher 44 churchfield road, outwell, Wisbech cambridgeshire pe14 8rL 01945 772608 fisher.regina@googlemail.com a f Murray & co sandy Murray unthank potato Stores, trinity road brechin, Angus DD9 7pb 01356 623548 / 07703 112160 afmurray2@btconnect.com abbey PersonneL services Ltd Mark straw 3 gowthorpe Selby, north yorkshire yo8 4He 01757 212020 mark.straw@abbeypersonnel.com www.abbeypersonnel.com abby services Ltd olusegun abiodun 114 eastwood road boston, Lincolnshire pe21 0pn 01205 368706 enquiries@abbyservicesltd.co.uk www.abbyservicesltd.co.uk abLet LiMited Manjinder aytain 1 beeches rd, West bromwich, West midlands b70 6Qe 07747 337090 abletltd@hotmail.com active recruitMent acadeMy Ltd sinead osborne c/o tayto group, princewood road, earlstree Ind est, corby, northamptonshire nn17 4Ap 01536 260045 sinead@activerecruitmentacademy.co.uk www.activerecruitmentacademy.co.uk

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ads recruitMent Ltd Mike Panchmatia 1 Queensway, Southampton, Hampshire So14 3AQ 02380 630077 mike@adsrecruitment.co.uk www.adsrecruitment.co.uk ag recruitMent and ManageMent srL estera amesz Jull cottage, rhode common, Selling, faversham, Kent me13 9pu 01227 752813 estera@agrecruitment.eu www.agrecruitment.eu agentis agricuLture Ltd jane fielden unit 7, friars courtyard, 30-32 princes Street, Ipswich, Suffolk Ip1 1rJ 01473 220999 jane@agentissolutions.com www.agentisagri.co.uk agrico Workforce Ltd asen gyuneliev 84 Luton road, chatham, Kent me4 5Ab 01634 812492 info@agricoworkforce.co.uk www.agricoworkforce.co.uk agrix Ltd edgars Miezitis 5 princes croft, coupar Angus, perth & Kinross pH13 9eH 01828 627992 info@agrixltd.co.uk aLPHa faciLities ManageMent Ltd t/as aktrion food & drink derek quinn pemberton House, Stafford court, Stafford park 1, tetford, Shropshire tf3 3bD 01952 239400 derek.quinn@aktrion.com www.aktrionfood.com

aMbitions PersonneL Ltd t/as aMbitions PersonneL Lizzie Peck firth court firth road, Lincoln, Lincolnshire Ln5 7WD 01522 546643 lizzie.peck@ambitionspersonnel.com www.ambitionspersonnel.com angLia farMers Ltd clarke Willis Honingham thorpe colton, norwich, norfolk nr9 5bZ 01603 881881 clarke.willis@angliafarmers.co.uk www.angliafarmers.co.uk anr corPoration Ltd amarjit rai 260 Walstead rd, Walsall, West midlands WS5 4Dr 07909 005592 amarjitrai111@gmail.com anytiMe resources Ltd Muhammad Malik Heathrow cube 9 Arkwright road, colnbrook, berkshire SL3 0HJ 01753 681391 mn.malik@anytimeresourcesltd.com www.anytimeresourcesltd.com aquMen business soLutions Ltd t/as aquMen recruitMent andy taylor bank House, 12 bank Street, castleford West yorkshire Wf10 1HZ 01977 515626 andy.taylor@aqumenrecruitment.co.uk www.aqumen-recruitment.co.uk

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a-c assist recruitMent uk Ltd natalie roberts units 10 & 11b, Stonecross place place golbourne, Warrington, Lancashire WA3 3JD 07970 951774 natalieroberts@assist.co.uk www.assist.co.uk aven Ltd giedrius venckunas 32 corbyn Shaw road, Kingâ&#x20AC;&#x2122;s Lynn, norfolk pe30 4uL 01553 761576 info@avenltd.uk www.avenltd.uk baiLeys PerManent agency Ltd t/as baiLeys job agency Ltd Maureen bailey 2-4 palace Ave, White rock, Hastings, east Sussex tn34 1Jr 01424 430033 admin@baileysjobagency.co.uk baiLie and baiLie Ltd david bailie 8 bittern Way, Lincoln, Lincolnshire Ln6 0Jg 01522 800768 dee.bailie4@yahoo.com baLtic services (boston) Ltd Paulo freitas unit 33, broadfield Lane, Industrial estate, broadfield Lane, boston, Lincolnshire pe21 8Dr 01205 316529 hr@balticservices.co.uk www.balticservices.co.uk

barWay services Ltd Will goosen barway road, ely, cambridgeshire cb7 5tZ 01353 727251 will.goosen@gs-fresh.com www.gs-fresh.com be PersonneL Ltd angela brunton 85 High Street, Alness, ross-shire, Iv17 0SH 01349 883303 angela@bepersonneltd.com www.bepersonneltd.com bLue arroW Ltd t/as bLue arroW judy knight 800 the boulevard, capability green, Luton, bedfordshire Lu1 3bA 01582 692977 judy.knight@bluearrow.co.uk www.bluearrow.co.uk bLue Mountain recruitMent Ltd Marilena Panaite 28 Sidney close, tunbridge Wells, Kent tn2 5QQ 01892 549961 bluemountainrecruitment@hotmail.co.uk www.bluemountainrecruitment.co.uk borders area services Ltd Michael bayne galamoor House, netherdale, galashiels, Scottish borders tD1 3ey 01896 758091 michael@ringleader.co.uk www.ringleader.co.uk c & H agency t/as staff uk boLton julie ramsden mawdsley terrace, 17 mawdsley Street, bolton, greater manchester bL1 1JZ 01204 399700 julie.ramsden@staffukbolton.co.uk www.staffukbolton.com

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c b jones Ltd christopher jones 5 troed-y-bryn, builth Wells, powys LD2 3fe 07825 181405 cbjones21@outlook.com

century services (uk) Ltd Paul allen / carl allen ruddâ&#x20AC;&#x2122;s yard, garage Lane, Setchey, Kingâ&#x20AC;&#x2122;s Lynn, norfolk pe33 0be 07787 521218 / 07917 152009 century.services@hotmail.co.uk

c f recruitMent Ltd t/as cityfieLd recruitMent Marcos aranibar the old Airfield, city fields Way, tangmere, West Sussex po20 2ft 01243 755840 marcos@cityfield.co.uk www.cityfield.co.uk

ciP recruitMent services Ltd alison clement 116 Lumley road, Horley, Surrey rH6 7JJ 01293 778006 alison.clement@ciprecruitment.com www.ciprecruitment.com

caPitaL outsourcing grouP food Ltd andrew Moxey 3 trinity place, midland Drive, Sutton, coldfield, West midlands b72 1tx 0844 873 2228 andrewm@coguk.com www.coguk.com cc business services Ltd t/as city centre recruitMent dan shrimpton 114 old christchurch road, bournemouth, Dorset bH1 1Lu 01202 586930 dan.shrimpton@citycentrerecruitment.co.uk www.citycentrerecruitment.co.uk cds Labour Ltd t/as cds carl steele the office, chapel farm, Hop pole, Spalding, Lincolnshire pe11 3DS 01775 302010 Info@cdslabour.co.uk www.carldavidsteele.co.uk centraL trade saLes Ltd t/as centraL Labour soLutions Mike Pearson Westminster buildings, 1-3 mill Street, crewe, cheshire cW2 7Ae 01270 505606 mike@centrallaboursolutions.co.uk

city resource Ltd tom owen 54b broadway, peterborough, cambridgeshire pe1 1Sb 01733 344382 tom@cityresourceltd.co.uk www.cityresourceltd.co.uk cj & ke daWson agric services Ltd christopher dawson broad Street business centre, 10 broad Street, Spalding, Lincolnshire pe11 1tb 01775 714111 admin@dawsonagriculturalservices.co.uk www.dawsonagriculturalservices.co.uk cLass1PersonneL bernadette collins bernadette, 1A High Street, Hounslow, middlesex tW3 1rH 0208 569 5055 bernadette@class1personnel.com www.class1personnel.com concePt recruitMent grouP Ltd tracey oxley 4215 park Approach, thorpe park, Leeds, north yorkshire LS15 8gb 08432 903323 traceyoxley@conceptrecruitment.com www.conceptrecruitment.com the Association of Labour providers 105

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c-e concordia (uk) Ltd terry crosswell 9 north Street, portslade, brighton, east Sussex bn41 1DH 01273 422293 terry@concordia.org.uk www.concordia.org.uk connect PersonneL Ltd t/as connect PersonneL Paul bennett 5 Waterside court, galleon boulevard, crossways business park, Dartford, Kent DA2 6nx 01322 229203 paul@connectpersonnel.co.uk www.connectpersonnel.co.uk contracts suPPort services Ltd t/as css recruitMent & training stephen gleeson cSS House, 10-12 manor Street, braintree, essex cm7 3Hp 01376 330700 stephen.gleeson@csspeople.co.uk www.csspeople.co.uk cordant grouP PLc ken steers 2nd floor, 7-9 Swallow Street, London W1D 4be 02037 712217 ken.steers@cordantgroup.com www.cordantgroup.com core staff services Ltd t/as css Ltd Marion bird office 18, Welland Work Space, 10 pinchbeck rd, Spalding, Lincolnshire pe11 1QD 01775 710226/07946 395868 css@corestaffservices.co.uk

corr recruitMent Ltd andrew knowles 77/78 northbrook Street, newbury, berkshire rg14 1Ae 08458 123345 andy@corrrecruitment.com www.corr.biz daranden Ltd agricuLturaL recruitMent sPeciaLists darren Mccarthy 235 Lynn road, Wisbech, cambridgeshire pe13 3DZ 07876 776604 darren@daranden.co.uk www.daranden.co.uk databaiL t/as csa recruitMent robert rees Llanelli gate business park, Dafen, Llanelli, carmarthenshire SA14 8LQ 01554 746746 robert@csarecruitment.co.uk www.csarecruitment.co.uk ddL recruitMent Ltd Lakhbir singh 68 churchbridge, oldbury, West midlands b69 2AS 01215 528767 ddl.hayer@yahoo.com deePMist Ltd alan Precious 67 marshfield road, goole, east yorkshire Dn14 5JQ 01405 720020 alan_precious@yahoo.co.uk deLton birMingHaM Ltd, balwinder singh Avesbury House, Second floor birmingham, West midlands b3 3rD 07830 517493 bsbains18@btinternet.com

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diaL-a-Worker Ltd barbara nutkins Sandpit Lodge, reepham rd, briston, melton constable, norfolk nr24 2LJ 01263 861962 barbndaw@btinternet.com www.dialaworker.co.uk

easyrecruituk.coM Ltd fraser McLean tower buildings, 48 West george Street, glasgow, Lanarkshire g2 1bp 03300 040506 fraser.mclean@easyrecruituk.com www.easyrecruituk.com

diaMond rg Ltd t/as diaMond recruitMent rick butterworth 3rd floor, causeway tower, 9 James Street South, belfast, county Antrim bt2 8Dn 02890 558000 butterworthr@diamondrg.com www.diamondrg.com

eds recruitMent Ltd t/as j & c recruitMent john ransom Ivatt Way, Westwood, peterborough, cambridgeshire pe3 7pg 01733 334396 john@jandcrecruitment.co.uk

direct resPonse eMPLoyMent services diane Mills 50 fore Street, trowbridge, Wiltshire bA14 8eS 01225 776500 dmills@direct-response.co.uk www.direct-response.co.uk direct staff uk Mac Hear vista business centre, 50 Salisbury road, Hounslow, middlesex tW4 6JQ 0208 538 0378 mac@directstaffuk.com www.directstaffuk.com dP teaM Ltd dainius Pauliuscenka Dainius, 16 buckthorn Avenue, Skegness, Lincolnshire pe25 3De 07469 756312 dpteam@gmail.com east recruitMent adMin Ltd imelda keturkaite unit 4, Wolf business park, Alton road, ross-on-Wye, Herefordshire Hr9 5nb 01989 763284 eastrecruitment@rocketmail.com www.eastrecruitment.co.uk

eLL recruitMent Ltd Margarita naab 4 monument close, peterhead, Aberdeenshire Ab42 2Zb 07789 686545 ellrecruitment@yahoo.com encore PersonneL services Ltd ian briers encore House, 32 millstone Lane, Leicester, Leicestershire Le1 5Jn 01162 620651 ibriers@encorepersonnel.co.uk www.encorepersonnel.co.uk est eMPLoyMent services elaine tucker brickchimney barn, vinney Lane, frome, Somerset bA11 5eH 07875 046751 elainetucker1@hotmail.com est-vest services srL alexandru barbacaru Str. tolbei 3, bl. c50, Ap. 12 Sector 6, bucharest, 061649, romania 00407 4436 7473 alex_rombar@yahoo.com www.europik.com

the Association of Labour providers 107

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e-g euro contracts services Ltd alan barber 165a chalvey grove, Slough, berkshire SL1 2tD 07414 919185 ecs-limited@btconnect.com euroPa PersonneL Ltd ollie bekker clockhouse farm packhouse cottage, coxheath, Kent me17 4pg 07841 912052 europapersonnel@gmail.com www.europapersonnel.co.uk euroPeoPLe Ltd john davison unit 1 Stablethorpe, thorpe constantine, tamworth, Staffordshire b79 0LH 01827 839260 info@europeople.co.uk www.europeople.co.uk euroPLoyMent Ltd rodger ashcroft 1 Sawtry rd, glatton, Huntington, cambridgeshire pe28 5rZ 01487 834348 rodger@euroployment.co.uk www.euroployment.co.uk evoLve eMPLoyMent Ltd jonathan Pinkney Suite 1, Driffield business centre, Skerne rd, Driffield, east yorkshire yo26 6ef 01377 793005 info@evolveemployment.com www.evolveemployment.com exPress jobs LiMited Manzoor Hussain 48 newhampton road West Whitmore rears, Wolverhampton West midlands, Wv6 0ry 01902 712888 manzoor_chaudhary@hotmail.com www.express-jobs.co.uk

extraMan Ltd adrian gregory 2 Hogarth place, earls court London SW5 0Qt 0207 373 3045 apg@extramanrecruitment.co.uk www.extramanrecruitment.co.uk farM soLutions Ltd joe rowe renelec House, 46 new Street Devizes, Wiltshire Sn10 1Dt 01380 720567 jrowe@farm-solutions.co.uk www.farm-solutions.co.uk first caLL contract services Ltd david segust 16 Duke Street, chelmsford, essex cm1 1HL 01245 255660 david.segust@firstcallcontractservices.co.uk www.firstcallcontractservices.co.uk first PeoPLe recruitMent Ltd t/as fPr grouP Mark foster 22 Queens road, brighton, east Sussex bn1 3xA 01273 202453 mark@fprgroup.com www.fprgroup.com first PersonneL services Ltd Matthew reddy celtic House, 135-140 Hatherton Street, Walsall, West midlands WS1 1yb 01922 723377 m.reddy@jobsatfirst.com www.jobsatfirst.com free2Move Ltd stanimir georgiev 8 trafford road, Wisbech, cambridgeshire pe13 2eJ 07859 859859 office@free2move.co.uk www.free2move.co.uk

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frontLine recruitMent PartnersHiPs Ltd kurt Witcomb Whitefriars House, 25 friar Lane, nottingham, nottinghamshire, ng1 6DA 01159 838 633 kurtwitcomb@frontlinerecruitment.co.uk www.frontlinerecruitment.co.uk fruitfuL jobs Ltd rachel Hubbard Windy Hollow, upton bishop, ross-on-Wye, Herefordshire Hr9 7tt 01989 500130 info@fruitfuljobs.com www.fruitfuljobs.com fruits of Labour Ltd Paul Woodrow-Hill 11 penfolds place, Arundel, West Sussex bn18 9SA 01243 210241 paul@fruits-of-labour.com www.fruits-of-labour.com fusion PersonneL Ltd Harjit Padda 427 Quinton road West, Quinton, birmingham, West midlands, b32 1QH 01212 465996 admin@fusionpersonnel.co.uk www.fusionpersonnel.co.uk g M recruitMent agency Ltd george sheppard 52 tytton Lane east, Wyberton, boston, Lincolnshire pe21 7HW 01205 359218 georgesheppard@tiscali.co.uk gaLaxy PersonneL Ltd Peter blackmur 8 market place, thetford, norfolk Ip24 2AL 01842 820409 pblackmur@galaxypersonnel.co.uk www.galaxypersonnel.co.uk

gaP PersonneL HoLdings Ltd cathy bateman 2 chesney court, Wrexham technology park, Wrexham, clwyd LL13 7yp 01978 294205 cathy.bateman@gap-personnel.com www.gap-personnel.com gateWay recruitMent services nigel stearn unit g, camilla court, nacton, Ipswich, Suffolk Ip10 0eu 01473 558860 nigel@grsrecruit.co.uk genesis eMPLoyMent services Ltd richard frost first floor, 8 Hay Lane, coventry, West midlands cv1 5rf 02476 553553 enquiry@genesisemployment.net www.genesis-employment.co.uk gey recruitMent services Ltd balkar singh bhatti 17 frank rd, Smethwick, West midlands b67 7nr 07533 371188 geyservicesltd@yahoo.co.uk gi grouP recruitMent Ltd joanne young Draefern House, Dunston court, Dunston road, chesterfield, Derbyshire S41 8nL 01246 267000 joanne.young@gigroup.com www.gigroupuk.com go Produce Ltd ruth counsell first floor Knightrider chambers, 12 Knightrider Street, maidstone, Kent me15 6Lp 01622 690555 ruth@go-rg.com www.go-rg.com the Association of Labour providers 109

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H-j goLdteaM recruitMent Ltd t/as goLdteaM naveed ahmed montrose House, 1st floor, 155-161 farnham road, Slough, berkshire SL1 4xp 0870 7447456 naveed@goldteam.co.uk www.goldteam.co.uk H2 contracts Ltd neville Mcgroarty office unit 6, Itec business park, 52 Armagh road, newry, co Down bt35 6HL 02830 252447 info@h2contracts.co.uk www.h2contracts.co.uk Hands to Work recruitMent Ltd katarzyna Wieczorek unit 1, millbank business centre, 1 Williams Street, Southampton, Hampshire So14 5QH 07900 313298 kasia@handstowork.co.uk www.handstowork.co.uk HarPer and guy consuLting Ltd t/as H & g recruitMent charlotte Harper e2 the courtyard Alban park, St Albans, Hertfordshire AL4 0LA 01707 636680 charlotte@h-g-recruitment.com www.h-g-recruitment.com Heads recruitMent Ltd Patrick ramsdale Kimada House 442 flixton road, flixton, manchester, Lancashire m41 6ey 01617 468811 patrick.ramsdale@heads-uk.com www.heads-uk.com

HeLPing Hand recruitMent Ltd andrew david customs House, the Quay, penzance, cornwall tr18 4AA 01736 335 900 andrew.david@orange.fr www.helpinghandltd.com HoPs Labour soLutions Ltd john Hardman yfc centre, Stoneleigh park, Kenilworth, Warwickshire cv8 2Lg 02476 698008 john.hardman@hopsls.com www.hopslaboursolutions.com Hr essentiaLs Ltd t/as essentiaL recruitMent gary Wilson blenheim court, 17 newbold road, chesterfield Derbyshire S41 7pg 01246 278000 gary.wilson@essentialrecruitment.co.uk www.essentialrecruitment.co.uk Hr recruitMent services Ltd rhondaLea Macdonald 272 bath Street, glasgow, glasgow g2 4Jr 01413 541406 rhondalea.macdonald@hrrs.co.uk www.hrrecruitmentservices.com HunterskiLL recruitMent Ltd reg jacob 245 norwich road, Ipswich, Suffolk Ip1 4bu 01473 216611 reg.jacob@hunterskill.com www.hunterskillrecruitment.co.uk ibMs recruitMent Ltd robert taylor floor 2, edward pavilion, Albert Dock, Liverpool, merseyside L3 4Af 01517 201723 robert.taylor@ibmsrecruitment.co.uk www.ibmsrecruitment.co.uk

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iePuk Ltd vanessa Peach 18 Leicester road, uppingham, rutland Le15 9SD 01572 823934 vanessa.peach@iepuk.co.uk www.iepuk.co.uk industriaL teMPs Ltd roisin thomson park House, 87-91 great victoria Street, belfast, county Antrim bt2 7Ag 02890 322511 info@industrialtemps.com www.industrialtemps.com infinity PersonneL Ltd daniel ahern first floor, 4-6 Hey Lane, coventry, West midlands cv1 5rf 02476 997151 danny@infinitypersonnel.co.uk www.infinitypersonnel.co.uk integraL recruitMent services gary Peake Sherbourne House, 59 corporation Street, coventry, West midlands, cv1 1AQ 02476 224359 gary@integral-recruitment.co.uk interaction recruitMent PLc geoff Holder Interaction House 43 High Street, Huntingdon, cambridgeshire pe29 3AQ 01480 436111 geoff.holder@irweb.co.uk www.irweb.co.uk iWona services Ltd t/as LocaL Link recruitMent stephanie dickens 22 Wide bargate, boston, Lincolnshire pe21 6AD 01205 369944 stephanie@llrecruitment.com www.llrecruitment.com

j s Morris agricuLturaL contractors vincent Morris the turnip House grives farm, Kirkby-inAshfield, nottinghamshire ng17 9AL 07884 065266 vin.morris@outlook.com www.jsmorris.co.uk jaM PersonneL (MidLands) Ltd Matthew smith unit 9 pear tree office park, Desford Lane, ratby, LeicestershireL e6 0Le 01162 387974 matthew.smith@jam-personnel.co.uk www.jam-personnel.co.uk jark industriaL Ltd Paul Mizen beechurst, 8 commercial road, Dereham, norfolk nr19 1Ae 01362 697888 pmizen@jark.co.uk www.jark.com jM recruitMent Ltd Mike bailey colombier building, castle road, Sittingbourne, Kent me10 3rn 01795 519000 mike@jm-recruitment.co.uk www.jm-recruitment.co.uk joHnston accounting services t/as joagri Labour doreen johnston po box 6627, blairgowrie, perth & Kinross pH10 6WJ 07810 080493 doreen.johnston@btconnect.com jPM Labour services Ltd Mark robinson unit 6, 1-2 north end, Swineshead, boston, Lincolnshire pe20 3Lr 01205 820066 jpmlabour@aol.com the Association of Labour providers 111

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j-M jsd recruitMent services Ltd jim devlin unit HD 5, Dungannon enterprise centre, coalisland road, Dungannon, tyrone bt71 6Jt 02887 726264 info@jsdrecruitment.com www.jsdrecruitment.co.uk jssina Ltd Maksims vapne Lithuania, Latvia, bulgaria, Slovakia 00371 2972 5135 jssinaltd@gmail.com www.jssina.bg / www.jssina.lv www.jssina.lt / www.jssina.sk

kfM recruitMent Ltd t/as kfM recruitMent soLutions anthony jackson 29 - 30 Silver Street, Hull, east yorkshire, Hu1 1Jg 01482 210002 ajackson@kfmworld.co.uk www.kfmworld.co.uk kHs PersonneL Ltd kevin Mccormick city House, Stanford Street, nottingham, nottinghamshire ng1 7bQ 01159 590555 km@khs-jobworld.co.uk www.khs-jobworld.co.uk

kent gurkHa coMPany Ltd sanu Hajur gurung 106 King Street, maidstone, Kent me14 1bH 01622 752192 kentgurkha@hotmail.co.uk

kssa keith stamp rowan cottage, Woodside, ryton, tyne and Wear ne40 4Sx 07931 521465 keith@kssa.uk.com kssa.uk.com

kernoW Labour Ltd david simmons Higher trevaskis farm, connor Downs, Hayle, cornwall tr27 5JQ 01736 850960 david@pesimmons.com www.pesimmons.com

Labour direct (sW) Ltd eva Maslocha Lower rosudgeon farm House, prussia cove road, rosudgeon, penzance, cornwall tr20 9Ax 01736 339118 eva.labourdirect@gmail.com

kettLe Produce Ltd crawford comrie balmalcolm farm, cupar, fife Ky15 7tJ 01337 831000 crawford.comrie@kettle.co.uk www.kettle.co.uk

Labour-tecH recruitMent Ltd keith Wilson 57-59 market Street, ely, cambridgeshire cb7 4Lp 01353 664200 info@labourtech.co.uk www.labourtech.co.uk

keyo agricuLturaL services Ltd joshua van den bos europa Way, Ancholme business park, brigg, Lincolnshire Dn20 8Ar 01652 659005 josh@keyo.co.uk www.keyo.co.uk

LincoLnsHire recruitMent services Ltd don grant 17 gleedale, north Hykeham, Lincoln, Lincolnshire Ln6 8pn 01522 839373 granted456@gmail.com

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LinkLife Ltd edward roberts bentley House, 16 chearsley road, Long crendon, buckinghamshire Hp18 9AW 01844 204320 edr@linklifeltd.co.uk www.linklifeltd.co.uk Lukas Labour agency Lukasz Zasada Hawthorn House, boston road, Kirton, Lincolnshire pe20 1DS 07979 330 772 zasada@btinternet.com M & L ManageMent Ltd Leslie gilbert 8 Wellington Street, Southport, merseyside pr8 1QJ 07877 435593 les.gilbert@mail.com M a Labour Ltd Malgorzata daracz 36/38 High Street , boston, Lincolnshire pe21 8Sp 01205 368141 maofficeboston@gmail.com M c PersonneL Ltd jodie stringer 83b High Street, gillingham, Kent me7 1bL 01634 576111 jodie.stringer@mc-personnel.co.uk www.mc-personnel.co.uk M MacPHerson contractors Marie MacPherson 142 High Street, newburgh fife, Ky14 6DZ 01337 840217 mariemacpherson50@hotmail.com M s agricuLturaL services Ltd Mark sargent 15a Wormgate, boston, Lincolnshire pe21 6nr 01205 359423 msasltd@hotmail.co.uk

M65 recruitMent LiMited Mark Wiggan castleway business centre, 49-51 preston new road, blackburn, Lancashire bb2 6Ae 01254 697596 info@m65recruitment.co.uk www.m65recruitment.co.uk MacH recruitMent tom Zyzak 1-5 carlton court, brown Lane West, Leed LS12 6Lt 01133 867510 tom@mach.co.uk www.machrecruitment.co.uk Masterstaff Ltd jon Howard 101-102 penny Street, Lancaster, Lancashire LA1 1xn 07535 023128 jon.howard@masterstaff.co.uk www.masterstaff.co.uk Mercury PersonneL soLutions Ltd gary turner office 2 morgan House, gilbert Drive, boston, Lincolnshire pe21 7tQ 01205 368075 info@mercurypersonnelsolutions.co.uk www.mercurypersonnelsolutions.co.uk Meridian business suPPort Ltd christian rowe roberts House, manchester road, Altrincham, cheshire WA14 4pL 07795 667427 crowe@meridianbs.co.uk www.meridianbs.co.uk Merit recruitMent Ltd samantha scott 20-24 Haymarket House, Wote Street, basingstoke, Hampshire rg21 7nL 01256 471508 sscott@merit.eu.com www.merit.eu.com the Association of Labour providers 113

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M-P Monitor Hygiene services Ltd Michael donnelly 3b robins Wharf, grove rd, northfleet, gravesend, Kent DA11 9Ax 01474 320435 mick@monitorservices.co.uk www.monitorservices.co.uk MPLoy staffing soLutions Ltd Mark nash mployment House, 3 Longfleet road, poole Dorset bH15 2Hn 01202 668360 mark@mploystaff.com www.mploystaff.com Mrn recruitMent Ltd brendan Moran 5b Sheep market, Spalding, Lincolnshire, pe11 1bH 07713 113248 brendan@mrnrecruitment.co.uk www.mrnrecruitment.co.uk nation recruitMent Ltd kalbir singh 843 birmingham new road, tipton, West midlands Dy4 8AS 01902 280989 singhkalbir67@gmail.com necton Labour services Ltd amanda Wright 1a burnside, necton, Swaffham, norfolk pe37 8er 01760 722185 nectonlabourservices@yahoo.co.uk www.nectonlabourservices.co.uk

nortH kesteven agricuLturaL services tom Pearson Station yard, Station road, Scredington, Sleaford, Lincolnshire ng34 0AA 01529 419009 tompearson@cmagriculture.com novair Ltd t/as nationWide services sarah bannister Security House, 6 tilbury Avenue, Holbeck, Leeds, West yorkshire LS11 0bp 01132 760330 sarah.bannister@24nationwide.co.uk www.24nationwide.co.uk nrs recruitMent services Ltd nicholas berry 9 magee Street, northampton, northamptonshire nn1 4Jt 01604 615825 nick@nrsrecruitment.co.uk www.nrsrecruitment.co.uk oMega Work and traveL Ltd ivan vasilev 38a Hristo botev Street, floor 2, Apartment 4, nova Zagora, 8900, bulgaria 00359 4576 2185 omegaworkandtravel@gmail.com www.omegaworktravel.com oMni faciLities ManageMent Ltd edward Murray 3 Albion count, Albion place, London W6 0Qt 0208 741 1190 edward.murray@omnifm.com www.omnifm.com on-caLL recruitMent Ltd adrian rawden 25 vivian Ave, Sherwood rise, nottingham, nottinghamshire ng5 1Af 01158 715990 adrianrawden@oncallrecruitment.co.uk www.oncallrecruitment.co.uk

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one caLL recruitMent Ltd Martin knowles 30c Lincoln road, peterborough, cambridgeshire pe1 2rL 01733 560408 martin@onecallrecruitment.co.uk www.onecallrecruitment.co.uk oPtion a Ltd nick scott old cambus Quarry, cockburnspath, east Lothian tD13 5yS 01368 830448 nick@optiona.co.uk www.optiona.co.uk osr recruitMent services Ltd jane fielden first floor, 2-4 carr Street, Ipswich, Suffolk Ip4 1eJ 01473 222311 jane@osr-recruitment.co.uk www.osr-recruitment.co.uk P g agricuLturaL Ltd Mary cooper 25 William bradford close, Austerfield, Doncaster, South yorkshire Dn10 6rb 01302 710774 macoop659@aol.com Partners eMPLoyMent euroPean recruitMent Ltd Lynda Huxham M.r.e.c. certrP Mod 7 church Walk, trowbridge, Wiltshire bA14 8Dx 01225 760777 lynda@partnersemployment.co.uk www.partnersemployment.co.uk Pcs PouLtry services Ltd graham gadsby unit 29, northwick business centre, blockley, gloucestershire gL56 9rf 0800 066 5535 office@pcspoultry.com www.pcspoultry.com

PiLgriM agricuLturaL contractors Ltd neil edge 100 Wide bargate , boston, Lincolnshire pe21 6Se 07725 257211 pilgrimagri@aol.com PinkMead farM ian king pinkmead farm, botley, Hampshire So30 2HA 01489 782469 pinkmeadfarm@btinternet.com Pirates cutters Ltd ryszard jonski 68 eastwood road, boston, Lincolnshire pe21 0pL 01205 839457 / 07969 874593 jonski.r@wp.pl PjL recruitMent darren overton 30 pen Street, boston, Lincolnshire pe21 6tJ 01205 311493 pjlrecruitment@aol.com www.pjlrecruitment.co.uk PMP recruitMent Ltd t/as PMP recruitMent, abacus recruitMent and cordant PeoPLe david stott 1 Hazelwood road, northampton, northamptonshire nn1 1Lg 01604 887200 david.stott@pmprecruitment.co.uk www.pmprecruitment.co.uk PouLtry services Ltd stuart aldridge mortimer House, Holmer road, Hereford, Herefordshire Hr4 9tA 01432 266100 stuart@poultryservices.co.uk

the Association of Labour providers 115

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P-r PreMier recruitMent (s.e.) Ltd tom vickers 13a Lakedale rd, plumstead, London, greater London Se18 1pp 02037 522660 sales@premierrecruitmentse.co.uk www.premierrecruitmentse.co.uk PreMier recruitMent soLutions Ltd ryan Mckinlay 56A London road, Southampton, Hampshire So15 2AH 02380 202666 ryan@premierrecruitmentsolutions.co.uk www.premierrecruitmentsolutions.co.uk PreMiere eMPLoyMent grouP Ltd t/as PreMiere PeoPLe and cordant PeoPLe nora cummings 27 Hertford Street, coventry, West, midlands cv1 1Lf 02476 555000 ext: 213 nora.cummings@premiere-agency.com PreMiuM staffing (uk) Ltd chris Hughes 5 Keats road, banbury, oxfordshire ox16 9Qy 07985 269270 chris@premiumstaffinguk.co.uk Prestige recruitMent sPeciaLists Ltd Mark newby 12 bowlalley Lane, Hull, east yorkshire Hu1 1xr 01482 212581 mnewby@prestige-recruitment.com www.prestige-recruitment.com

Prg recruit Ltd Peter green the Lodge, 71-73 Doddington road, Wellingborough, northamptonshire nn8 2JH 01933 274211 peter@prgrecruit.co.uk www.prgrecruit.co.uk PriMe tiMe recruitMent Ltd t/as PriMe tiMe recruitMent and cordant PeoPLe ken steers 2nd floor, 7 Swallow, Street, London W1D 4be 02037 712217 ken.steers@cordantgroup.com www.primetime.co.uk Pro-force Ltd Paddy digby-baker Hunstead House, nickle farm, chartham, Kent ct4 7pe 01227 733880 paddy@pro-force.co.uk www.pro-force.co.uk qas coPak Ltd elizabeth Macdonald mitchelston Drive, Kirkcaldy, fife Ky1 3uf 01592 656980 qas@qascopak.co.uk www.qascopak.co.uk quattro recruitMent Ltd Mark brown the red building, old bank of england court, Queen Street, norwich, norfolk nr2 4Sx 01603 767617 mark@quattrorecruitment.co.uk www.quattrorecruitment.co.uk

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quest eMPLoyMent Ltd david Parker 112 Abington Street, northampton, northamptonshire nn1 2bp 01604 232227 david.parker@questemployment.co.uk www.questemployment.co.uk r2L recruitMent Ltd ravita Lahori 24 Ida road, West bromwich West midlands b70 6eQ 07552 001848 r2lrecruitment@gmail.com raMsgate consuLtants Ltd t/as industriaL teMPoraries gary Mcauliffe 122 Walsgrave road, coventry, West midlands cv2 4Ax 02476 651651 gary@indtemps.co.uk www.industrialtemporaries.co.uk raPid eMPLoyMent & recruitMent Ltd Lionel sheffield 33a regal road, Wisbech, cambridgeshire pe13 2rQ 01945 474355 lionel@rapid-employment.com www.rapid-recruitment.com raPid recruit Ltd Patricia Loughlin 9a Hargreaves Street, burnley, Lancashire bb11 1LH 0844 8112100 trisha@rapid-recruit.com www.rapid-recruit.com re resource grouP richard east cpS House, 7-9 Ambrose Street, cheltenham, gloucestershire, gL50 3Qr 01242 505400 richarde@reresourcegroup.co.uk www.reresourcegroup.co.uk

recroot Ltd joe Marrs 22 High Street, brandon, Suffolk Ip27 0AQ 01842 814815 joemarrs@recroot.net www.recroot.net recruit rigHt Ltd Helen cornah Second floor, marwood House, riverside business park, bromborough, Wirral, merseyside cH62 3Qx 01517 375564 helen@recruit-right.com www.recruit-right.com recruitMent soLutions (trades & Labour) Ltd brendan Howarth 125 broadway, Didcot, oxfordshire ox11 8AW 01235 811544 brendan@rec-solutions.net www.rec-solutions.net recruitMentfinder LiMited alistair clarke 725 Lincoln road, peterborough, cambridgeshire, pe1 3HD 01733 344200 alistair.clarke@recruitment.co.uk red eagLe Ltd Wayne Hodgson 39 bouverie Square, folkestone, Kent ct20 1bA 01303 851133 wayne@redeagle.jobs www.redeagle.jobs red recruitMent 24/7 Ltd Mark Morley 78 newland, Lincoln, Lincolnshire Ln1 1yA 01522 522922 mark@redrec247.co.uk www.redrec247.co.uk

the Association of Labour providers 117

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r-s red rock PartnersHiP Ltd Matthew Pearl 8 napier court, gander Lane, barlborough, chesterfield, Derbyshire S43 4pZ 01246 575250 matthewpearl@redrockpartnership.co.uk www.redrockpartnership.co.uk red star PersonneL Ltd kiryl chupryk Suite 6, preston House, Hawksworth road, telford, Shropshire tf2 9tu 07738 599929 info@redstarpersonnel.com www.redstarpersonnel.com regency eMPLoyMent LiMited khurram Hussain office 2 the old Harbour masters House, 47 William Street, Southampton, Hampshire So14 5QH 07850 362849 khurram@regencyemployment.co.uk www.regencyemployment.co.uk reLiance eMPLoyMent Ltd geoff carr West House, 34 broomfield road, chelmsford, essex cm1 1SW 0208 889 9399 geoff@relianceemployment.com www.relianceemployment.com rfc recruitMent soLutions Ltd reggie campbell 155-156 High Street, Southampton, Hampshire So14 2bt 02380 226644 / 07812 084023 reggie@rfcsolution.com www.rfcsolution.com ricHard roWan richard rowan coombe Lynher, Saltash, cornwall pL12 5AJ 01752 851287 richardrowancoombe@googlemail.com

ringLink services Ltd tom easson cargill centre, business park, Aberdeen road, Laurencekirk, Aberdeenshire Ab30 1ey 01561 377790 laurencekirk@ringlinkservices.co.uk www.ringlinkservices.co.uk riverside recruitMent Ltd faye francis 1st floor, 113 High Street, midsomer, norton, radstock, Somerset bA3 2DA 01761 410433 staff@riversiderecruit.co.uk www.riversiderecruit.co.uk rku consuLtancy Ltd t/as recruitMent r us aamir Zahid 115 fencepiece rd, Ilford, essex Ig6 2LD 0208 500 3625 aamir@recruitmentrus.co.uk ruraL deveLoPMent services Ltd t/ as farM reLief austin duigan 54 church road, gracehill, ballymena, county Antrim bt42 2nL 02825 651283 cmoffitt@donegalfrs.com www.farmrelief.co.uk s & a PouLtryâ&#x20AC;&#x2122;s angela Lowe 6 oakland road, forest town, mansfield, nottinghamshire ng19 0eJ 01623 469698 angel.lowe@ntlworld.com s & d recruitMent Ltd sasha shirbon 69 boothferry road, goole east, yorkshire Dn14 6bb 01405 767600 sashashirbon@sdrecruitmentltd.co.uk www.sdrecruitmentltd.co.uk

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s&b teMPorary site services LLP Lee irons c/o Honey monster foods, bridge road, Southall, middlesex ub2 4Ag 0208 571 5833 leeirons-sbllp@btconnect.com sastak services Ltd Harriet evans 1&7 bDc business park, craven Arms, Shropshire Sy7 8DZ 01588 673636 office@sastak.com www.sastak.com scoPe Hr soLutions Ltd david West Kent House, romney place, maidstone, Kent me15 6LH 01622 685259 david.west@scope4jobs.com www.scope4jobs.com skiLLsco uk Ltd robin brisley 46 market place, Leicester, Leicestershire Le1 5gf 01162 619339 rob@skillsco.co.uk www.skillsco.co.uk skiLLtecH recruitMent Ltd Penny Mosdell Kent House, charles Street, bluetown, Sheerness, Kent me12 1tA 01795 668111 penny@skilltechrecruitment.com www.skilltechrecruitment.com sM gLobaL consuLtancy Ltd t/as staffing MatcH erum salman 50-52 premier House, cross Lances road, Hounslow, middlesex tW3 2AA 02036 028430 erum@staffingmatch.co.uk

sMart soLutions (recruitMent) Ltd aleksandra szul-thomas raleigh House, unit 3, Langstone business village, Langstone park, newport, gwent np18 2LH 01633 415600 aszul-thomas@smartsr.co.uk www.smartsr.co.uk sMitH and reed recruitMent (sW) Ltd Mark bamber the old chapel, St clement, St truro, cornwall tr1 1ex 01872 222338 mark.bamber@smithandreed.co.uk www.smithandreed.co.uk soutH West recruitMent Ltd alan Hoey 1 Holdenhurst road, bournemouth, Dorset bH8 8eH 01202 292907 alan@swr.uk.net www.swr.uk.net sr catcHers Ltd shaun Miles 4 northside, Wells road, chilcompton, radstock, Somerset bA3 4et 01761 233923 shaun@accounting-solution.co.uk sreesa recruitMent LiMited sathyanandarajah sivashankar 506 Lady margaret road, Southall, middlesex, ub1 2np 0208 575 5060 sathy@srlrecruit.com www.srlrecruit.com staff finders (yorksHire) Ltd andrew abraham the old School House, 43 baker Street, Hull, east yorkshire Hu2 8Hp 01482 211000 andrew@staff-finders.co.uk www.staff-finders.co.uk the Association of Labour providers 119

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s-t staffLex Ltd brian stahelin International House, chapel Hill, Huddersfield, West yorkshire HD1 3ee 01484 351010 brianstahelin@stafflex.co.uk www.stafflex.co.uk staffLine recruitMent Ltd andy Hogarth the triangle, ng2 business park, nottingham, nottinghamshire ng2 1Ae 01159 500885 andy.hogarth@staffline.co.uk www.staffline.co.uk stafforce PersonneL Ltd t/as stafforce recruitMent tony boorman reginald Arthur House, 2-8 percy Street, rotherham, South yorkshire, S65 1eD 01709 377177 tony.boorman@stafforce.co.uk www.stafforce.co.uk suPreMe Workforce Ltd amarjit Purewal 37A upper Wickham Lane, Welling, Kent DA16 3Ab 0208 304 4660 kulwinder@supremeworkforce.co.uk surestaff Lincs Ltd t/as surestaff recruitMent andrew Phillips 18 Hickman Street , gainsborough, Lincolnshire Dn21 2DZ 01427 811812 info@surestaff.co.uk www.surestaff.co.uk

sWanstaff recruitMent Ltd stephen rogers Lakeview West, crossways, Dartford, Kent DA2 6Qe 01322 618100 stephenrogers@swanstaff.co.uk www.swanstaff.co.uk syLvestrus Ltd dietrich Pannwitz 1A broadstone park, Inverness, Highland Iv2 3JZ 01463 237812 treeman@tesco.net www.sylvestrus.co.uk taskMaster resources Ltd t/as taskMaster andrew skorupka 8 Leodis court, David Street Leeds, West yorkshire LS11 5JJ 01132 465995 askorupka@tmrec.com www.tmrec.com tayLor Made services uk Ltd christopher taylor 20 Willoughby rd , boston, Lincolnshire pe21 9eg 01205 362896 taylormadeltd@yahoo.co.uk tayLor Martin recruitMent Ltd robert taylor ground floor chiltern House, St nicholas court, 25-27 castle gate, nottingham, nottinghamshire ng1 7Ar 01158 820216 serviceteam@tmrecruitmentgroup.co.uk www.tmrecruitmentgroup.co.uk

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tayLorâ&#x20AC;&#x2122;s PouLtry services ivan taylor unit 5/6 urban business park, urban road, Kirkby-in-Ashfield, nottinghamshire ng17 8Ap 01623 721957 info@taylorspoultryservices.co.uk www.taylorspoultryservices.co.uk teaM suPPort staff Ltd trading in scotLand as Margaret Hodge greg taylor 18 the broadway, Stratford, London e15 4QS 0208 993 8692 gtaylor@tss.uk.com www.teamsupport.co.uk tecHnique recruitMent soLutions Ltd katrina Massingham Henderson business centre, 51 Ivy road, norwich, norfolk nr5 8bf 01603 251727 katrina@technique-solutions.co.uk www.technique-solutions.co.uk teMPorary Labour soLutions Ltd Paul finney unit 4, Langthwaite business park, South Kirkby, pontefract, north yorkshire Wf9 3Ap 01977 651804 paul@temporarylaboursolutions.co.uk www.temporarylaboursolutions.co.uk tenniaL PersonneL Ltd dennis tennial 6 northgate Street, Ipswich, Suffolk Ip1 3bZ 01473 565292 dennis@tennialpersonnel.com www.tennialpersonnel.com tHe best connection grouP Ltd Michael cooper 9 birmingham Street, Halesowen, West midlands b63 3Hn 01215 043161 mike.cooper@thebestconnection.co.uk www.thebestconnection.co.uk

tHe Labour bureau andrew everitt 30 matmore gate, Spalding, Lincolnshire pe11 2pn 07710 859524 thelabourbureau@btinternet.com tHe recruitMent & eMPLoyMent bureau Ltd Philip shoker 2 St peterâ&#x20AC;&#x2122;s court, mansfield, nottinghamshire ng18 1ef 01623 703602 hayley@recruitment-bureau.co.uk www.recruitment-bureau.co.uk tHe staffing grouP t/as singLe resource Ltd jeremy Mcgrail forster House, Hatherton road, Walsall, West midlands WS1 1xZ 01922 615488 jeremy.mcgrail@thestaffinggroup.co.uk www.singleresource.co.uk tHe staffing grouP t/as extra PersonneL Ltd julie giles forster House, Hatherton road, Walsall, West midlands WS1 1xZ 01922 615488 ext:3226 julie.giles@thestaffinggroup.co.uk www.extrapersonnel.co.uk tHe training and recruitMent House Ltd jonathan Mccomb 51 church Street, portadown, county Armagh bt62 3eu 02838 394580 info@thetrainingandrecruitmenthouse.co.uk www.thetrainingandrecruitmenthouse.co.uk

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t-v tHe WorksHoP (WisbecH) Ltd ruth Whitehurst 23 the Horse fair, Wisbech, cambridgeshire pe13 1Ar 01945 580111/01945 580100 workshopboss@aol.com www.theworkshopwisbech.co.uk tHoMas WHittLe contracts Ltd elaine Mckenzie muiredge farmhouse, methilhaven road, buckhaven, Leven, fife Ky8 1ef 01592 715004 elainemckenzie_9@hotmail.co.uk

ts deveLoPMents Ltd t/as iMPeriaL Workforce claire Watson the Imperial centre, grange road, Darlington, Durham DL1 5nQ 01325 467437 claire@imperialworkforce.com www.imperialworkforce.com turner stubbs Ltd rob bacon office Suite b, 40 george Street, nottingham, nottinghamshire ng1 3bg 01159 503030 robbacon@turnerstubbs.com www.turnerstubbs.com

tHorns Workforce Ltd gergely Zsiko mahollam farm yard, Kington, Herefordshire Hr5 3pt 07832 253290 zsikogery@aol.com

uab â&#x20AC;&#x153;agroPraktikaâ&#x20AC;? katarzyna babells Lvovo 89a-1, vilnius, Lt-08104, Lithuania 00370 5272 7768 katarzyna@agropraktika.lt www.agropraktika.lt

tHree Way soLutions Ltd Huw griffiths 336-338 Huddersfield road, Salterhebble Hill, Halifax, yorkshire Hx3 0Qt 01422 322733 huw.griffiths@threewaysolutions.co.uk www.threewaysolutions.co.uk

uk kidZ nelson kaggwa Sorby House, 42 Spital Hill, Sheffield, South yorkshire S4 7Lg 07703 068189 drinkaggwa@btinternet.com www.ukkidz.co.uk

totaL eMPLoyMent Ltd una Holland 6 market place, thetford, norfolk Ip24 2AJ 01842 820494 una.holland@total-employment.co.uk www.total-employment.co.uk totaL Labour soLutions bernard gaughan main office, 5 West garleton, Haddington, east Lothian eH41 3SL 01620 824700 info@totallaboursolutions.com www.totallaboursolutions.com

uk recruitMent agency Ltd rasa jokubaitiene Highland farm, Silt pit Lane, Wyberton, boston, Lincolnshire pe21 7Ag 01205 366221 highland.farm@btconnect.com uMbreLLa resourcing Ltd christine Poulter peel House, town field villas, town fields, Doncaster, South yorkshire Dn1 2JH 01302 326356 info@umbrellaresourcing.co.uk www.umbrellaresourcing.co.uk

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unique eMPLoyMent services Ltd adrian ormes office 5 & 6, 47-49 Winsover rd, Spalding Lincolnshire, pe11 1eg 01775 761126 adrian@unique-employment.co.uk www.unique-employment.co.uk

vitaL recruitMent (uk) Ltd kevin billingsley office 29, planetary road business centre, planetary road, Wolverhampton, West midlands Wv13 3SW 01902 866436 kevin@vitalrecruitment.co.uk

universaL consuLting s.r.o. Lucia Hencelova Sturovo namestie 18, trencin, 911 01, Slovakia 00421 3274 40174 lucia@universalconsulting.sk www.universalconsulting.sk

WMs recruitMent Ltd Wayne cottrill fridaybridge farm camp, 173 march road, fridaybridge, Wisbech, cambridgeshire pe14 0Lr 01945 580806 enquiries@wmsfridaybridgecamp.co.uk www.wmsfridaybridgecamp.co.uk

van stoMP Ltd Leon jonck Dernford barn, Dernford farm, Sawston road, Stapleford, cambridge, cambridgeshire cb22 5Dy 01223 506384 leon@vanstomp.co.uk www.vanstomp.co.uk victor foster PouLtry services Ltd victor foster 02838 988101 vfosterpoultry@aol.com vitaL PeoPLe Ltd jason fox 6th floor, Hilton House, Lord Street, Stockport, cheshire SK1 3nA 01614 740254 jason.fox@vital-people.co.uk www.vital-people.co.uk vitaL recruitMent Ltd terry Waite endeavour House Saville rd, peterborough cambridgeshire pe3 7pS 01733 331155 terry.waite@vitalrecruitment.com www.vitalrecruitment.com

Workforce (boston) Ltd t/as Workforce unLiMited Lynn battram ridge House, 16 main ridge West, boston,Lincolnshire pe21 6QQ 01205 351196 lynn@workforceunlimited.com www.workforceunlimited.com Workforce consuLtants Ltd t/as WcL recruitMent agnieszka bleka 412 blackpool rd, Ashton on ribble, Ashton, Lancashire pr2 2Dx 01772 735030 info@workforceconsultants.co.uk www.workforceconsultants.co.uk WorkMates PreMier Ltd janet kirkwood 24 Station road, bognor regis, West Sussex po21 1Qe 01243 842765 janetk@workmates247.com www.bognorregisrecruit.co.uk

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W-y WorkPLace recruitMent Ltd nick day 9, Silver Street, trowbridge , Wiltshire bA14 8AA 01225 781227 nick@ourworkplace.co.uk www.ourworkplace.co.uk Work-united srL t/as recruitMent agency Mihai stefanescu calea bucuresti, no. 106, bloc 012 Apt 16, craiova, 200000, romania 07518 877709 work.united.ro@gmail.com WoWo jean cragg Wapsbourne manor, uckfield, east Sussex tn22 3Qt 01825 721914 human.resources@wowo.co.uk www.wowo.co.uk

WykeHaM staff services Ltd Martin Payne gate farm, Holbeach road , Spalding, Lincolnshire, pe12 6Jr 01775 762880 wykehamstaffservices@btconnect.com www.wykehamstaffservices.co.uk xPress soLutions recruitMent Ltd sarah sanderson 25 Queen Street, oldham, Lancashire oL1 1rD 01614 843800 info@xpresssolutions.co.uk www.xpresssolutions.co.uk yorksHire rePak Ltd terry foy Summer Lane, barnsley, South yorkshire S70 2np 01226 204747 terry@yorkshirerepak.co.uk www.yorkshirerepak.com

associate Members 0-a 2 sisters food grouP fergus Morgan Dial Lane, off richmond Street, West bromwich, West midlands b70 0eb 0870 458 9700 fergus.morgan@2sfg.com www.2sfg.com abP uk jone Martinez gomez 6290 bishops court, birmingham, business park, birmingham, West midlands b37 7yb 01217 172500 jone.martinezgomez@abpbeef.com www.abpfoodgroup.com

aLLianceHr Ltd jerry camp camberley House, 1 portesbery road, camberley, Surrey gu15 3SZ 01276 919090 enquiries@alliancehr.co.uk www.alliancehr.co.uk angus soft fruits Ltd Marion durose east Seaton farm, Arbroath, Angus DD11 5SD 07730 697161 marion@angussoftfruits.co.uk www.angussoftfruits.co.uk

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b-g bakkavor foods gillian Haythornthwaite West marsh road, Spalding, Lincolnshire pe11 2bb 07885 136509 gillian.haythornthwaite@bakkavor.com www.bakkavor.com barfoots of botLey Ltd tom spragg Sefter farm, pagham road, bognor regis, West Sussex, po21 3px 01243 268811 tom@barfoots.co.uk www.barfoots.co.uk bernard MattHeWs foods Ltd denise Mann great Witchingham Hall, norwich, norfolk nr9 5QD 01603 875215 denise.mann@bernardmatthews.com www.bernardmatthewsfarms.com coMPagnie fruitiere uk LiMited jade fotherangham 12 newtons court crossways business park, Dartford, Kent DA2 6QL 01322 293 355 jfotherangham@cfuklimited.com www.cfuklimited.com cransWick PLc Miranda Walker Straithes road, Sutton fields, preston, Lancashire Hu12 8tb 01482 891001 miranda.walker@cranswick.co.uk www.cranswick.plc.uk direct tabLe foods Ltd diane Zabroski Saxham business park, Little Saxham, bury, St edmunds, Suffolk Ip28 6rx 01284 747819 diane.zabroski@directtable.co.uk www.directtable.co.uk

eMMett uk Ltd kerry Weetman Washway road, moulton marsh, Spalding pe12 6LQ 01205 260000 kerry.weetman@emmettuk.com www.emmettuk.com erMs (uk) Ltd david christmas e3 ronald House, fenton Way, chatteris, cambridgeshire pe16 6up 01354 694 000 david.christmas@ermsuk.com www.ermsuk.com finLay fLoWers uk Ltd david brown great north road, tempsford, Sandy, bedfordshire pe10 0gS 01775 711608 david.brown@finlays.net www.finlays.net fresHtiMe uk Ltd joanna campling riverside estate, boston, Lincolnshire pe21 7pJ 01205 312010 joanna.campling@freshtime.co.uk www.freshtime.co.uk fyffes grouP Ltd jon tugwell Houndmills rd, Houndsmills Industrial estate, basingstoke, Hampshire rg21 6xL 01256 383232 jtugwell@fyffes.com www.fyffes.com greenvaLe aP Ltd andy ferguson craigswalls, Duns berwickshire tD11 3pZ 01890 818 181 andy.ferguson@greenvale.co.uk www.greenvale.co.uk

the Association of Labour providers 125

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H-t Hain danieLs grouP nadine Maggi unit 4 Killingbeck Drive, Acorn business park, Leeds, West yorkshire LS14 6uf 07872 544210 nadine.maggi@haindaniels.com www.haindaniels.com intergrated service soLutions Ltd gavin knight c/o fowler Welch coolchain, London road, teynham, Kent me9 9rr 01795 523310 gavin.knight@issproduce.co.uk www.issproduce.co.uk LincoLnsHire fieLd Products Ltd Wendy Woolf Wool Hall farm, Wykeham, Spalding, Lincolnshire pe12 6HW 01775 725041 wendy.woolf@lincsfp.com http://www.lincsfp.com Mack sue Leeves transfesa road, paddock Wood, Kent tn12 6ut 01892 835 577 sue.leeves@mack.co.uk www.mwmack.co.uk Minor, Weir & WiLLis Ltd Parveen Mehta Altitude, 206 Deykin Avenue, Witton, birmingham, West midlands b6 7bH 01213 444554 parveen.mehta@mww.co.uk www.mww.co.uk natures Way foods Ltd anne jewitt park farm, chichester rd, Selsey, West Sussex po20 9Hp 01243 603111 recruitment@nwfltd.co.uk www.natureswayfoods.com

nobLe foods Ltd kirsty black corringham road, gainsborough, Lincolnshire Dn21 1QH 01427 616667 kirsty.black@noblefoods.co.uk www.noblefoods.co.uk orcHard House foods Ltd alda ellison 79 manton road, earlstrees Industrial estate, corby, northamptonshire nn17 4JL 01536 274164 aellison@ohf.co.uk www.ohf.co.uk P.d. Hook (HatcHeries) Ltd jackie newman cote, bampton, oxfordshire ox18 2eg 01993 850261 / 01993 853815 jackie_newman@pdhook.co.uk www.pdhook.co.uk PdM Produce (uk) Ltd dawn garmson chadwell park farm, great chatwell, newport Shropshire tf10 9bn 01952 691617 dawn@pdmgroup.co.uk www.pdmgroup.co.uk saMWortH brotHers Ltd deborah carlin bradgate â&#x20AC;&#x201C; Ashton green, 5 bennion road, beaumont Leys, Leicester, Leicestershire Le4 2AD 01162 361687 deborah.carlin@samworthbrothers.co.uk www.samworthbrothers.co.uk tuLiP Ltd kirsty Wilkins newtons margate Industrial estate, bodmin, cornwall pL31 1Hf 01208 262626 kirsty.wilkins@tulipltd.co.uk www.tulipltd.co.uk

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a-s ataib - andreW tHoMPson & associates insurance brokers andrew thompson epsilon House, ransomes europark, Ipswich Ip3 9fJ 01473 276188 andrew.thompson@ataib.co.uk www.ataib.co.uk brabners LLP Paul chamberlain 55 King Street, manchester m2 4LQ 0161 836 8800 paul.chamberlain@brabners.com www.brabners.com in toucH Mcs Ltd gizelle Handy blythe valley Innovation centre, blythe valley park, Solihull b90 8AJ 0800 097 0128 info@peopleintouch.co.uk www.peopleintouch.co.uk intersoftWare adrian kruger entrance 3, crossford court, Sale, manchester, Lancashire m33 7bZ 0161 969 4433 adrian.kruger@intersoftware.com www.intersoftware.com

nsL Ltd ken Hanslip fourth floor, Westgate House, Westgate, London W5 1yy 07736 898251 kenneth.hanslip@nslservices.co.uk www.nsl.co.uk onePay 3 Wells road business centre, Wells road, Ilkley, West yorkshire LS29 9Jb 01133 202900 clientservices@onepay.co.uk www.onepay.co.uk oPtiMa corPorate finance LLP Philip ellis 10 furnival Street, London ec4A 1yH 0203 405 3166 philip@optimacf.com www.optimacf.com saffery cHaMPness simon kite city tower, piccadilly plaza , manchester m1 4bt 0161 200 8383 simon.kite@saffery.com www.saffery.com

Licence bureau Ltd Mike reed 5 Amberside House, Hemel Hempstead, Hertfordshire Hp2 4tp 01442 430 980 m.reed@investigation.co.uk www.licencebureau.co.uk

the Association of Labour providers 127

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GLA Liscensed for the provision of temporary staff Contact Stafflex Ltd International House Chapel Hill Huddersfield HD1 3EE

Tel: 01484 351010 Fax: 01484 351020 Email: brianstahelin@stafflex.co.uk Web: www.stafflex.co.uk

     

If you have a vacancy, please call or email us at: vacancies@recroot.net HEAD OFFICE: 22 High Street, Brandon, Suffolk, IP27 0AQ T: 01842 814815

REGIONAL OFFICES: Bury St Edmunds, Ipswich, Harlow Huntingdon, Grimsby N.E. Lincs

To find out more info visit our

www.recroot.net Recroot ltd acting as an employment business. Recroot is an Equal Opportunities employer and is Committed to Equality

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