Initially, pay between assignments was lawful, as opposed to equal pay after the 12-week qualifying period. Agency workers will no longer be able to agree to opt out of equal pay entitlement and will also be eligible for the same employment rights as permanent staff members after 12 weeks. They receive certain rights from day 1. The advice given on managing individuals presently employed under Swedish derogation contracts which are likely to extend into the next tax year is to adjust their existing contract to accommodate the amendment to the Regulations. However, these contracts can still be in place but employers must observe the new rules surrounding equal pay after a 12 week period has been exhausted.
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The Chartered Institute of Payroll Professionals
Payroll: need to know
cipp.org.uk
Page 333 of 629
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