United Kingdom
Cookies and privacy
skip navigation
Browse frequently asked questions and answers on key HR issues. Navigate by topic or key word search. View latest additions or suggest a question to the XpertHR editorial team.
Are agency workers employed by the agency or the hirer? What restrictions are there on employment businesses charging "temp to perm" fees? Where employees take strike action, can their employer hire temporary staff to cover their work? Why do organisations that are not employment agencies need to consider the Agency Workers Regulations 2010? Who is an "agency worker" for the purposes of the Agency Workers Regulations 2010? Apart from compliance with the Agency Workers Regulations 2010, what other legal obligations does an employer have in relation to agency temps? What rights do agency workers have under the Agency Workers Regulations 2010 from the first day of their assignment? Under the Agency Workers Regulations 2010, who is responsible for ensuring that agency workers have access to collective facilities and job vacancies from day one of the assignment? What rights do agency workers have under the Agency Workers Regulations 2010 after the 12-week qualifying period? Under the Agency Workers Regulations 2010, who is responsible for ensuring that agency workers have the same basic terms and conditions as a comparable direct recruit? Do self-employed people have rights under the Agency Workers Regulations 2010? Are workers who are supplied by an in-house staff bank covered by the Agency Workers Regulations 2010? In what way are agency workers' maternity rights enhanced by the Agency Workers Regulations 2010? How is the 12-week qualifying period under the Agency Workers Regulations 2010 calculated? What counts as a week for the purposes of the 12-week qualifying period under the Agency Workers Regulations 2010? How long a break between assignments can an agency worker take without bringing continuity of service to an end for the purposes of the Agency Workers Regulations 2010? Does an agency worker lose his or her entitlement to additional rights under the Agency Workers Regulations 2010 if he or she changes role within the organisation after the 12-week qualifying period? Can an employer limit the use of agency workers to assignments of less than 12 weeks, to avoid the impact of the Agency Workers Regulations 2010? Can an employer move agency workers around different connected hirers to prevent their being entitled to additional rights after 12 weeks? Can an employer move agency workers around different roles in the organisation to prevent their being entitled to additional rights after 12 weeks?