Employers are preparing for the impact of the Agency Workers Regulations 2010, which come into force on 1 October 2011. The XpertHR FAQs section answers employers' questions on why they need to think about how the Regulations will affect them and the details of their specific obligations under the Regulations. These FAQs top the list of most popular questions for June 2011.
Other popular questions cover the withdrawal of redundancy notice, varying terms and conditions following a TUPE transfer and the termination of fixed-term contracts in a redundancy situation.
- Why do organisations that are not employment agencies need to consider the Agency Workers Regulations 2010?
- How is the 12-week qualifying period under the Agency Workers Regulations 2010 calculated?
- Is it possible for an employer to withdraw notice of redundancy?
- Can the transferee change the contracts of the incoming employees upon the transfer of a business covered by the Transfer of Undertakings (Protection of Employment) Regulations 2006?
- In what way are agency workers' maternity rights enhanced by the Agency Workers Regulations 2010?
- How should a hiring employer respond if it receives a request from an agency worker for information under the Agency Workers Regulations 2010?
- Can a fixed-term contract be terminated before the end of the term if the post is redundant?
- Can an employer stop providing group risk insured benefits such as life assurance or private medical cover to employees when they reach a certain age?
- Is an employer obliged to wait a certain period of time before re-employing an employee who was dismissed for redundancy?
- Where a transferee has no need for the employees transferred to it under TUPE, can the selection pool for redundancy include only the transferred employees, or must it also include the transferee's existing workforce?
Photo: Erix!
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