In all cases, NLG Health pays our agency workers over and above what substantive post holders are paid. As a result, the agency workers working through NLG Health are better off than substantive post holders about pay and AWR legislation does not directly make much difference.
Workers are entitled to access to canteens, accommodation, car parking and other benefits associated with being a full-time or substantive post holder. Agency workers should be aware that in many cases certain benefits will be on a first come first serve basis, and there will be waiting lists.
An example where a waiting list may be in place is access to Trust car parking. An agency worker can add their name to the waiting list for a car parking space, and this will be processed in the same way as that of a full-time member of staff. These benefits can vary from Trust to Trust.
Following the 12-week, period agency workers are entitled to equal treatment including pay, working hours, breaks, and holidays. All agency workers are paid over and above that of substantive members of staff so equal treatment on pay will be irrelevant.
Equal treatment does NOT apply to pension, sick pay, paternity or maternity leave. NLG Health currently monitors and track all agency workers through our IT software and can identify when the 12 week period has been reached.
Where benefits are available NLG Health will work in partnership with Clients/Trusts to communicate this to agency workers.
Read more on the legislative side of AWR
Other regulations we also abide by:
- Agency Conduct Regulations 2003
- Framework Managed Service Regulations (MSC)
- Working Time Regulations (WTR)