1. DEFINITIONS AND APPLICATIONS

1.1 The following definitions apply to these Terms:

The individual introduced by the Employment Business to provide services to the Hirer is referred to as “Agency Worker.”

“Assignment” refers to assignment services to be performed by the Agency Worker for the Hirer for a period of time during which the Agency Worker is supplied by the Employment Business to work temporarily for the Hirer, who is responsible for their Health and Safety during the assignment.

“Assignment Details Form” means written confirmation of the assignment details agreed upon with the Hirer prior to the start of the Assignment; “AWR Claim” means any complaint or claim made to a tribunal or court by or on behalf of the Agency Worker against the Hirer and/or the Employment Business for any breach of the AWR;

“Calendar Week” means any seven-day period beginning on the same day as the First Assignment; “Charges” means the Employment Business’s charges calculated in accordance with clause 6 and as may be varied from time to time in accordance with these Terms;

“Comparable Employee” means the employee described in Schedule 1 to these Terms.

The Conduct of Employment Agencies and Employment Businesses Regulations 2003 are referred to as the “Conduct Regulations.”

“Confidential Information” refers to any and all confidential commercial, financial, marketing, technical, or other information or data of any kind relating to the Hirer or Employment Business or their business or affairs (including, but not limited to, these Terms, data, records, reports, agreements, software, programmes, specifications, knowhow, trade secrets, and other information concerning the Assignment) in any form or medium, whether disclosed or granted access to, whether in writing, orally, or by any other means, provided to the Agency Worker or any third party in relation to the Assignment by the Hirer, the Employment Business, or a third party on behalf of the Hirer, whether before or after the date of these Terms, together with any reproductions of such information in any form or medium or any part(s) of such information;

“Control” means (a) direct or indirect legal or beneficial ownership of more than 50% of the issued share capital or a similar right of ownership; or (b) the power to direct or cause the direction of the affairs and/or general management of the company, partnership, statutory body, or other entity in question, whether through voting capital ownership, by contract, or otherwise, and “Controls” and “Controlled” shall be construed accordingly.

“Data Protection Laws” refer to the Data Protection Act 2018, the General Data Protection Regulation (EU 2016/679), and any applicable statutory or regulatory provisions in force from time to time relating to the protection and transfer of personal data; “Employment Business” refers to Trophy Recruitment, ( MetaSafe Limited) registered company no. 14144665 of 14 Gliddon Drive, London E58LA.

“Engagement” refers to the hiring (including the Agency Worker’s acceptance of the Hirer’s offer), employment, or use of the Agency Worker on a permanent or temporary basis, whether under a contract of service or for services; under an agency, licence, franchise, or partnership agreement; or any other engagement; or through a limited company of which the Agency Worker is an officer.

“First Assignment” means:

• the relevant Assignment; or
• (b) if, prior to the relevant Assignment:
• the Agency Worker has worked in any assignment in the same role with the relevant Hirer as the role in which the Agency Worker works in the relevant Assignment; and

(ii) the relevant Qualifying Period commenced in

any such assignment, that assignment (an assignment being (for the purpose

of this defined term) a period of time during which the Agency Worker is supplied by one or more Temporary Work Agencies to the relevant Hirer to work temporarily for and under the health and safety rules of

the hirer.

“Hirer” refers to the person, firm, or corporate body, as well as any subsidiary or connected person, firm, or corporate body (as applicable), to whom the Agency Worker is introduced.

“Hirer’s Group” means (a) any individual, company, partnership, statutory body, or other entity that Controls the Hirer from time to time, including (but not limited to) as a holding company as defined in section 1159 of the Companies Act 2006; and (b) any company, partnership, statutory body, or other entity that Controls the Hirer from time to time, including (but not limited to) as a subsidiary or holding company as defined in section 1159 of the Companies Act 2006.

“Introduction” refers to I the passing of a curriculum vitae or other information identifying the Agency Worker to the Hirer; or (ii) the Hirer’s interview of the Agency Worker (in person, by phone, or by any other means), following the Hirer’s instruction to the Employment Business to supply a temporary employee. In any situation, which leads to an Engagement of the temporary worker or the Agency Worker; and “Introduced” and “Introducing” shall be construed accordingly;

“Losses” refers to all losses, liabilities, damages, costs, expenses, fines, penalties, or interest, whether direct, indirect, special, or consequential (including, without limitation, any economic loss or other loss of profits, business or goodwill, management time, and reasonable legal fees) and charges arising from or resulting from actions, proceedings, claims, or demands.

“Term of Extended Hire” refers to any additional period that the Hirer wishes the Agency Worker to be provided for beyond the course of the original Assignment or series of Assignments in lieu of paying a Transfer Fee.

“Qualifying Period” means 12 consecutive Calendar Weeks during which the Agency Worker is supplied to the relevant Hirer by one or more Temporary Work Agencies to work temporarily for the relevant Hirer under their Health and Safety rules in the same role, as further defined in Schedule 1 to these Terms;

“Relevant Period” means the later of (a) 8 weeks beginning on the day after the last day on which the Agency Worker worked for the Hirer having been supplied by the Employment Business; or (b) 14 weeks beginning on the first day on which the Agency Worker worked for the Hirer having been supplied by the Employment Business, or 14 weeks beginning on the first day of the most recent Assignment where there has been a break of more than 6 weeks (42 days).

“Relevant Terms and Conditions” means terms and conditions relating to:

(a) pay;

(b) the duration of working time;

(c) night work;

(d) rest periods;

(e) rest breaks; and

(f) annual leave

that are ordinarily included in the contracts of the Hirer’s employees or workers (as appropriate), whether by collective agreement or otherwise, and including (without limitation) such terms and conditions that have become contractual by virtue of custom and practise, including copies of all relevant documentation;

“Remuneration” includes the Agency Worker’s gross base salary or fees, guaranteed and/or anticipated bonus and commission earnings, allowances, inducement payments, and all other payments and taxable (and, where applicable, non-taxable) emoluments payable to or received by the Agency Worker for services provided to or on behalf of the Hirer or any third party.

“Temporary Work Agency” means as defined in Schedule 1 to these Terms;

“Terms” means these terms of business (including the attached

schedules) together with any applicable Assignment Details

Form;

“Transfer Fee” means the fee payable in accordance with clause 8 of these

          Terms and Regulation 10 of the Conduct Regulations;

“Vulnerable Person” means any person who by reason of age, infirmity, illness,

           disability or any other circumstance is in need of care or

           attention, and includes any person under the age of eighteen;

           and

“WTR” means the Working Time Regulations

1.2. Unless the context otherwise requires, references to the singular include the plural and

references to the masculine include the feminine and vice versa.

1.3. The headings contained in these Terms are for convenience only and do not affect their

interpretation.

1.4. Any reference, express or implied, to an enactment includes a reference to that enactment as

from time to time amended, modified, extended, re-enacted, replaced or applied by or under any

other enactment (whether before or after the date of these Terms) and all subordinate legislation

made (before or after these Terms) under it from time to time.

2. THE CONTRACT

2.1. These Terms constitute the entire agreement between the Employment Business and the Hirer

for the supply of the Agency Worker’s services by the Employment Business to the Hirer and are

deemed to be accepted by the Hirer by virtue of its request for, interview with or Engagement of

the Agency Worker, or the passing of any information by the Hirer about an Agency Worker to

any third party following an Introduction.

2.2. Unless otherwise agreed in writing by a director of the Employment Business, these Terms prevail

over any terms of business or purchase conditions (or similar) put forward by the Hirer.

2.3. Subject to clause 6.2, no variation or alteration to these Terms shall be valid unless the details of

such variation is agreed between a director of the Employment Business and the Hirer and are

set out in writing and a copy of the varied Terms is given to the Hirer stating the date on or after

which such varied Terms shall apply.

2.4. The Employment Business shall act as an employment business (as defined in Section 13(3) of the

Employment Agencies Act 1973 (as amended) when Introducing Agency Workers for Assignments

with the Hirer.

3. HIRER OBLIGATIONS

3.1. To enable the Employment Business to comply with its obligations under the Conduct Regulations

the Hirer undertakes to provide to the Employment Business details of the position which the

Hirer seeks to fill, including the following:

• the type of work that the Agency Worker would be required to do;
• the location and hours of work;
• 1.3. the experience, training, qualifications and any authorisation which the Hirer considers

necessary or which are required by law or any professional body for the Agency Worker

to possess in order to work in the position;

3.1.4. any risks to health or safety known to the Hirer and what steps the Hirer has taken to

prevent or control such risks;

  3.1.5.the date the Hirer requires the Agency Worker to commence the Assignment; and

  3.1.6. the duration or likely duration of the Assignment.

3.2. The Hirer will assist the Employment Business in complying with the Employment Business’s

duties under the WTR by supplying any relevant information about the Assignment requested by

the Employment Business and the Hirer will not do anything to cause the Employment Business

to be in breach of its obligations under these Regulations. If the Hirer requires the services of an

Agency Worker for more than 48 hours in any week during the course of an Assignment, the Hirer

must notify the Employment Business of this requirement before the commencement of the

Assignment or at the very latest, where this is not reasonably practicable, before the

commencement of the week in which the Hirer requires the Agency Worker to work in excess of

48 hours.

3.3. The Hirer will comply with its obligations under Regulation 12 (Rights of agency workers in

relation to access to collective facilities and amenities) and 13 (Rights of agency workers in

relation to access to employment) of the AWR.

3.4. To enable the Employment Business to comply with its obligations under the AWR, the Hirer

undertakes as soon as possible prior to the commencement of each Assignment and during each

Assignment (as appropriate) and at any time at the Employment Business’s request:

3.4.1. to inform the Employment Business of any Calendar Weeks in which the Agency Worker

has worked in the same or a similar role with the Hirer via any third party prior to the

date of commencement of the relevant Assignment and/or during the relevant

Assignment which counts or may count towards the Qualifying Period;

3.4.2. if, the Agency Worker has worked in the same or a similar role with the Hirer via any

third party prior to the date of commencement of the relevant Assignment and/or

works in the same or a similar role with the Hirer via any third party during the relevant

Assignment, to provide the Employment Business with all the details of such work which

may count towards the Qualifying Period, including (without limitation) details of

where, when and the period(s) during which such work was undertaken and any other

details requested by the Employment Business;

3.4.3. to inform the Employment Business if, the Agency Worker has prior to the date of

commencement of the relevant Assignment and/or during the relevant Assignment

carried out work which could be deemed to count toward the Qualifying Period for the

relevant Assignment in accordance with Regulation 9 of the AWR because s/he has:

3.4.3.1. completed two or more assignments with the Hirer;

3.4.3.2. completed at least one assignment with the Hirer and one or more earlier

assignments with any member of the Hirer’s Group; and/or

3.4.3.3. worked in more than two roles during an assignment with the Hirer and on

at least two occasions worked in a role that was not the same role as the

previous role;

3.4.4. save where the Agency Worker will not complete the Qualifying

 Period during the term of the Assignment, to:

3.4.4.1. provide the Employment Business with written details of the basic working

and employment conditions the Agency Worker would be entitled to for

doing the same job if the Agency Worker had been recruited directly by the

Hirer as an employee or worker at the time the Qualifying Period

commenced or with those of a Comparable Employee, such basic working

and employment conditions being the Relevant Terms and Conditions;

3.4.4.2. inform the Employment Business in writing whether the Relevant Terms

and Conditions provided are those of a hypothetical directly recruited

employee or worker or those of a Comparable Employee;

3.4.4.3. if the Relevant Terms and Conditions provided are those of a Comparable

Employee, provide the Employment Business with a written explanation of

the basis on which the Hirer considers that the relevant individual is a

Comparable Employee; and

3.4.4.4. inform the Employment Business in writing of any variations in the

Relevant Terms and Conditions made at any time during the relevant

Assignment after the Qualifying Period commenced; and

3.4.5. save where the Agency Worker will not complete the Qualifying Period during the term

of the Assignment, to provide the Employment Business with written details of its pay

and benefits structures and appraisal processes and any variations of the same.

3.5. In addition, for the purpose of awarding any bonus to which the Agency Worker may be entitled

under the AWR, the Hirer will:

3.5.1. integrate the Agency Worker into its relevant performance appraisal system;

3.5.2. assess the Agency Worker’s performance;

3.5.3. provide the Employment Business with copies of all documentation relating to any

appraisal of the Agency Worker, including without limitation written details of the

outcome of any appraisal and the amount of any bonus awarded; and

3.5.4. provide the Employment Business with all other assistance the Employment Business

may request in connection with the assessment of the Agency Worker’s performance for

the purpose of awarding any bonus.

3.6. The Hirer will comply with all the Employment Business’s requests for information and any other

requirements to enable the Employment Business to comply with the AWR.

3.7. The Hirer warrants that:

3.7.1. all information and documentation supplied to the Employment Business in accordance

with clauses 3.4, 3.5 and 3.6 is complete, accurate and up-to-date; and

3.7.2. it will, during the term of the relevant Assignment, immediately inform the Employment

Business in writing of any subsequent change in any information or documentation

provided in accordance with clauses 3.4, 3.5 and 3.6.

3.8. Without prejudice to clauses 14.7 and 14.8, the Hirer shall inform the Employment Business in writing of

any:

3.8.1. Written complaint the Agency Worker makes to the Hirer which is or may be a complaint

connected with rights under the AWR; and

3.8.2. written request for information relating to the Relevant Terms and Conditions that the Hirer

receives from the Agency Worker as soon as possible but no later than 7 calendar days from the

day on which any such oral complaint is made to or written complaint or request is received by

the Hirer and the Hirer will take such action and give such information and assistance as the

Employment Business may request, and within any timeframe requested by the Employment

Business, in order to resolve any such complaint or to provide any such information in a written

statement to the Agency Worker within 28 days of the Hirer’s receipt of such a request in

accordance with Regulation 16 of the AWR and the Hirer will provide the Employment Business

with a copy of any such written statement.

3.9. The Hirer undertakes that it knows of no reason why it would be detrimental to the interests of

the Agency Worker for the Agency Worker to fill the Assignment.

4. INFORMATION TO BE PROVIDED BY THE EMPLOYMENT BUSINESS TO THE HIRER

4.1. When Introducing an Agency Worker to the Hirer the Employment Business shall inform the

Hirer:

4.1.1. of the identity of the Agency Worker;

4.1.2. that the Agency Worker has the necessary or required experience, training,

qualifications and any authorisation required by law or a professional body to work in

the Assignment;

4.1.3. that the Agency Worker is willing to work in the Assignment; and

4.1.4. of the Charges.

4.2. Where such information is not given in paper form or by electronic means it shall be confirmed

by such means by the end of the third business day (excluding Saturday, Sunday and any Public or

Bank Holiday) following, save where the Agency Worker is Introduced for an Assignment in the

same position as one in which the Agency Worker had previously been supplied within the

previous 5 business days and such information has already been given to the Hirer, unless the

Hirer requests that the information be resubmitted.

5. TIMESHEETS

5.1. At the end of each week of an Assignment (or at the end of the Assignment where it is for a

period of 1 week or less) the Hirer shall sign the Employment Business’s timesheet verifying the

number of hours worked by the Agency Worker during that week.

5.2. Signature of the timesheet by the Hirer is confirmation of the number of hours worked. If the

Hirer is unable to sign a timesheet produced for authentication by the Agency Worker because

the Hirer disputes the hours claimed, the Hirer shall inform the Employment Business as soon as

is reasonably practicable and shall co-operate fully and in a timely fashion with the Employment

Business to enable the Employment Business to establish what hours, if any, were worked by the

Agency Worker. Failure to sign the timesheet does not absolve the Hirer of its obligation to pay

the Charges in respect of the hours worked.

5.3. The Hirer shall not be entitled to decline to sign a timesheet on the basis that it is dissatisfied

with the work performed by the Agency Worker. In the event that the Hirer is dissatisfied with

the Agency Worker the provisions of clause 10 below shall apply.

6. CHARGES

6.1. The Hirer agrees to pay the Charges as notified to and agreed with the Hirer. The Charges are

calculated according to the number of hours worked by the Agency Worker and comprise the

following:

6.1.1. the Agency Worker’s hourly rate of pay;

6.1.2. an amount equal to any paid holiday leave to which the Agency Worker is entitled in

connection with the WTR and, where applicable, the AWR and which is accrued during

the course of an Assignment;

6.1.3. any other amounts to which the Agency Worker is entitled under the AWR, where

applicable;

6.1.4. employer’s National Insurance contributions;

6.1.5. any travel, hotel or other expenses as may have been agreed with the Hirer or, if there is

no such agreement, such expenses as are reasonable; and

6.1.6. the Employment Business’s commission, which is calculated as a percentage of the

Agency Worker’s hourly rate.

6.2. The Employment Business reserves the right to vary the Charges agreed with the Hirer, by giving

written notice to the Hirer:

6.2.1. in order to comply with any additional liability imposed by statute or other legal

requirement or entitlement, including but not limited to the AWR, the WTR and the

Pensions Act 2008; and/or

6.2.2. if there is any variation in the Relevant Terms and Conditions.

6.3. The Employment Business will invoice the Charges to the Hirer on a weekly basis. The Hirer will

pay the Charges within 30 days of the date of the invoice or as otherwise agreed.

6.4. In addition to the Charges, the Hirer will pay the Employment Business an amount equal to any

bonus that the Hirer awards to the Agency Worker in accordance with clause 3.5 immediately

following any such award and the Employment Business will pay any such bonus to the Agency

Worker. For the avoidance of doubt, the Hirer will also pay any employer’s National Insurance

Contributions and the Employment Business’s commission on the bonus (calculated using the

same percentage rate as that used under clause 6.1.6) in addition to any bonus payable to the

Agency Worker.

6.5. VAT is payable at the applicable rate on the entirety of the Charges and all sums payable under

clause 6.4.

6.6. The Employment Business reserves the right to charge interest under the Late Payment of

Commercial Debts (Interest) Act 1998 on invoiced amounts unpaid by the due date at the rate of

8% per annum above the base rate from time to time of the Bank of England from the due date

until the date of payment.

 6.7. Should the Hirer default on the payment of any single outstanding invoice past its

 due date, the Employment Business reserves the right to claim immediate payment

 of the balance due on all unpaid invoices including those within the agreed payment terms.

 6.8. The Hirer shall be liable to pay the Employment Business, on an Indemnity basis, all

 costs and expenses, incurred by the Employment Business while enforcing its right to

 recover any outstanding sums due including, without limitation, legal fees, court fees

 and bailiff’s fees and any other disbursements.

 6.9. All payments owed to the Employment Business under this contract shall become

 immediately payable on termination of said contract.

 6.10. The Employment Business will not refund any of the Charges.

 6.11. The Hirer’s obligations under this clause 6 shall be performed without any right of the

 Hirer to invoke set-off, deductions, withholdings or other similar rights.

7. PAYMENT OF THE AGENCY WORKER

The Employment Business is responsible for paying the Agency Worker and where appropriate, for the

deduction and payment of National Insurance Contributions and PAYE Income Tax applicable to the

Agency Worker pursuant to sections 44-47 of the Income Tax (Earnings and Pensions) Act 2003.

8. TRANSFER FEES

8.1. The Hirer shall be liable to pay a Transfer Fee if the Hirer Engages an Agency Worker Introduced

by the Employment Business other than via the Employment Business or introduces the Agency

Worker to a third party and such introduction results in an Engagement of the Agency Worker by

the third party other than via the Employment Business and:

8.1.1. where the Agency Worker has been supplied by the Employment Business, such

Engagement takes place during the Assignment or within the Relevant Period; or

8.1.2. where the Agency Worker has not been supplied, such Engagement takes place within 6

months from the date of the Introduction to the Hirer.

The Transfer Fee will be calculated in accordance with Schedule 2.

8.2. If the Hirer wishes to engage the Agency Worker other than via the Employment Business without

liability to pay a Transfer Fee, the Hirer may, on giving one week’s written notice to the

Employment Business, engage the Agency Worker for the Period of Extended Hire specified in Schedule 2.

8.3. During such Period of Extended Hire, the Employment Business shall supply the Agency Worker on

the same terms on which s/he has or would have been supplied during the Assignment and in any

case on terms no less favourable than those terms which applied immediately before the

Employment Business received the notice in clause 8.2; and the Hirer shall continue to pay the

Charges set out in clause 6. If the Employment Business is unable to supply the Agency Worker

for any reason outside its control for the whole or any part of the Period of Extended Hire; or the

Hirer does not wish to hire the Agency Worker on the same terms as the Assignment; but the

Agency Worker is Engaged by the Hirer, the Hirer shall pay the Transfer Fee, reduced pro-rata to

reflect any Charges paid by the Hirer during any part of the Period of Extended Hire worked by

the Agency Worker before being Engaged by the Hirer. If the Hirer fails to give notice of its

intention to engage the Agency Worker other than via the Employment Business before such

Engagement commences, the parties agree that the Transfer Fee shall be due in full.

8.4. Where prior to the commencement of the Hirer’s Engagement other than via the Employment

Business the Employment Business and the Hirer agree that such Engagement will be on the basis

of a fixed term of less than 12 months, the Employment Business may, in its absolute discretion,

reduce the Transfer Fee as calculated in accordance with Schedule 2 pro-rata. Such reduction is

subject to the Hirer Engaging the Agency Worker for the agreed fixed term. Should the Hirer

extend the Agency Worker’s Engagement or re-Engage the Agency Worker within 12 months

from the commencement of the initial Engagement the Employment Business reserves the right

to recover the balance of the Transfer Fee.

8.5. The Employment Business will not refund the Transfer Fee in the event that the Engagement of

the Agency Worker other than via the Employment Business by the Hirer or by a third party to

which the Hirer introduces the Agency Worker terminates or terminates before the end of the

fixed term referred to in clause 8.4.

8.6. VAT is payable in addition to any Transfer Fee due.

9. SUITABILITY CHECKS AND INFORMATION TO BE PROVIDED IN SPECIAL SITUATIONS

9.1. Where:

9.1.1. the Agency Worker is required by law, or any professional body to have any

qualifications or authorisations to work on the Assignment, the Employment Business

will take all reasonably practicable steps to obtain and offer to provide to the Hirer

copies of any relevant qualifications or authorisations of the Agency Worker; and

9.1.2. in addition, where the Assignment involves working with, caring for or attending one or

more Vulnerable Persons, the Employment Business will take all reasonably practicable

steps to obtain and offer to provide copies to the Hirer of two references from persons

who are not relatives of the Agency Worker and who have agreed that the references

they provide may be disclosed to the Hirer;

and such other reasonably practicable steps as are required to confirm that the Agency Worker is

suitable for the Assignment. If the Employment Business has taken all reasonably practicable

steps to obtain the information above and has been unable to do so fully it shall inform the Hirer

of the steps it has taken to obtain this information in any event.

9.2. The Hirer shall advise the Employment Business at the time of instructing the Employment

Business to supply an Agency Worker whether during the course of the Assignment, the Agency

Worker will be required to work with, care for or attend one or more Vulnerable Persons or

engage in regulated activity as defined in the Safeguarding Vulnerable Groups Act 2006.

9.3. The Hirer shall assist the Employment Business by providing any information required to allow

the Employment Business to comply with its statutory obligations under the Safeguarding

Vulnerable Groups Act 2006 and to allow the Employment Business to select a suitable Agency

Worker for the Assignment.

9.4. In particular in the event that the Hirer removes an Agency Worker from an Assignment in

circumstances which would require the Employment Business to provide information to the

Disclosure and Barring Service (or the equivalent authority) under the Safeguarding Vulnerable

Groups Act 2006, the Hirer will provide sufficient information to the Employment Business to

allow it to discharge its statutory obligations.

10. UNSUITABILITY OF THE AGENCY WORKER

10.1. The Hirer undertakes to supervise the Agency Worker sufficiently to ensure the Hirer’s satisfaction

with the Agency Worker’s standards of work. If the Hirer reasonably considers that the services of

the Agency Worker are unsatisfactory, the Hirer may terminate the Assignment either by

instructing the Agency Worker to leave the Assignment immediately, or by directing the

Employment Business to remove the Agency Worker. The Employment Business may, in its

absolute discretion, in such circumstances, reduce or cancel the Charges for the time worked by

that Agency Worker, provided that the Hirer has notified the Employment Business immediately

that they have asked the Agency Worker to leave the Assignment or the Assignment terminates:

10.1.1. within 4 hours of the Agency Worker commencing the Assignment where the

Assignment is for more than 7 hours; or

10.1.2. within 2 hours for Assignments of 7 hours or less; and provided that notification of the

unsuitability of the Agency Worker is confirmed in writing to the Employment Business

within 48 hours of the termination of the Assignment.

10.2. The Employment Business shall notify the Hirer immediately if it receives or otherwise obtains

information which gives the Employment Business reasonable grounds to believe that any Agency

Worker supplied to the Hirer is unsuitable for the Assignment and shall be entitled to terminate

the Assignment forthwith without prior notice and without liability. Notwithstanding, the Hirer

shall remain liable for all Charges incurred prior to the termination of the Assignment.

10.3. The Hirer shall notify the Employment Business immediately and without delay and in any event

within 24 hours if the Agency Worker fails to attend work or has notified the Hirer that they are

unable to attend work for any reason.

11. TERMINATION OF THE ASSIGNMENT

Any of the Hirer, the Employment Business or the Agency Worker may terminate an Assignment at any

time without prior notice and without liability (except in the case of termination by the Hirer, who shall be

liable for any Charges due under clause 6 above).

12. CONFIDENTIALITY AND DATA PROTECTION

12.1. All information relating to an Agency Worker is confidential and subject to the Data Protection

Laws and is provided solely for the purpose of providing work-finding services to the Hirer. Such

information must not be used for any other purpose nor divulged to any third party and the Hirer

undertakes to comply with Data Protection Laws at all times.

12.2. The Employment Business undertakes to keep confidential all Relevant Terms and Conditions that

the Hirer discloses to the Employment Business and not to use such information except for the

purposes of compliance with the AWR (including, for the avoidance of doubt and without

limitation, when dealing with any request for information or complaint made by any Agency

Worker or any AWR Claim).

12.3. Information relating to the Employment Business’s business which is capable of being confidential

must be kept confidential and not divulged to any third party, except information which is in the

public domain.

13. INTELLECTUAL PROPERTY RIGHTS

All copyright, trademarks, patents and other intellectual property rights deriving from the Assignment shall

belong to the Hirer. Accordingly, the Employment Business shall use its reasonable endeavours to ensure

that the Agency Worker shall execute all such documents and do all such acts in order to give effect to the

Hirer’s rights pursuant to this clause.

14. LIABILITY

14.1. Whilst reasonable efforts are made by the Employment Business to give satisfaction to the Hirer

by ensuring reasonable standards of skill, integrity and reliability from the Agency Worker and to

provide the same in accordance with the Assignment details as provided by the Hirer, no liability

is accepted by the Employment Business for any loss, expense, damage or delay arising from any

failure to provide any Agency Worker for all or part of the Assignment or from the negligence,

dishonesty, misconduct or lack of skill of the Agency Worker or if the Agency Worker terminates

the Assignment for any reason. For the avoidance of doubt, the Employment Business does not

exclude liability for death or personal injury arising from its own negligence or for any other loss

which it is not permitted to exclude under law.

14.2. Agency Workers supplied by the Employment Business pursuant to these Terms are engaged

under contracts for services. They are not the employees of the Employment Business and are

not deemed to be under the supervision, direction or control of the Hirer from the time they

report to take up duties and for the duration of the Assignment. The Hirer agrees to be

responsible for the Health and Safety as well as all acts, errors or omissions of the Agency

Worker, whether wilful, negligent or otherwise.

14.3. The Hirer shall advise the Employment Business of any special health and safety matters about

which the Employment Business is required to inform the Agency Worker and about any

requirements imposed by law or by any professional body, which must be satisfied if the Agency

Worker is to fill the Assignment.

14.4. The Hirer will also comply in all respects with all statutory provisions as are in force from time to

time including, for the avoidance of doubt, but not limited to the WTR, the Data Protection Laws,

Health and Safety at Work etc. Act 1974, the Management of Health and Safety at Work

Regulations 1999 (as amended), by-laws, codes of practice and legal requirements to which the

Hirer is ordinarily subject in respect of the Hirer’s own staff (excluding the matters specifically

mentioned in clause 7 above), including in particular the provision of adequate Employer’s and

Public Liability Insurance cover for the Agency Worker during all Assignments.

14.5. The Hirer undertakes not to request the supply of an Agency Worker to perform the duties

normally performed by a worker who is taking part in official industrial action or duties normally

performed by a worker who has been transferred by the Hirer to perform the duties of a person

on strike or taking official industrial action.

14.6. The Hirer shall indemnify and keep indemnified the Employment Business against any Losses

incurred by the Employment Business arising out of any Assignment or arising out of any noncompliance with, and/or as a result of any breach of, these Terms by the Hirer.

14.7. The Hirer shall inform the Employment Business in writing of any AWR Claim which comes to the

notice of the Hirer as soon possible but no later than 7 calendar days from the day on which any

such AWR Claim comes to the notice of the Hirer.

14.8. If the Agency Worker brings, or threatens to bring, any AWR Claim, the Hirer undertakes to take

such action and give such information and assistance as the Employment Business may request,

and within any timeframe requested by the Employment Business and at the Hirer’s own cost, to

avoid, dispute, resist, mitigate, compromise or defend any such AWR Claim and to appeal against

any judgment given in respect thereof.

15. NOTICES

All notices which are required to be given in accordance with these Terms shall be in writing and may be

delivered personally or by first class prepaid post to the registered office of the party upon whom the

notice is to be served or any other address that the party has notified the other party in writing, including

by email or facsimile transmission. Any such notice shall be deemed to have been served: if by hand when

delivered, if by first class post 48 hours following posting and if by email or facsimile transmission, when

that email or facsimile is sent.

16. SEVERABILITY

If any of the provisions of these Terms shall be determined by any competent authority to be

unenforceable to any extent, such provision shall, to that extent, be severed from the remaining Terms,

which shall continue to be valid to the fullest extent permitted by applicable laws.

17. RIGHTS OF THIRD PARTIES

None of the provisions of these Terms are intended to be for the benefit of or enforceable by third parties

and the operation of the Contracts (Rights of Third Parties) Act 1999 is excluded.

18. GOVERNING LAW AND JURISDICTION

These Terms are governed by the law of England & Wales and are subject to the exclusive jurisdiction of

the Courts of England & Wales.

SCHEDULE 1: “COMPARABLE EMPLOYEE”, “QUALIFYING PERIOD” AND “TEMPORARY WORK

AGENCY”

“Comparable Employee” means as defined in Regulation 5(4) of the AWR being an employee of

the Hirer who:

(a) works for and under the supervision of the Hirer and is engaged in the same or broadly

similar work as the Agency Worker having regard, where relevant, to whether the employee

and the Agency Worker have a similar level of qualification and skill; and

(b) works or is based at the same establishment as the Agency Worker or, where there is no

comparable employee working or based at that establishment who satisfies the

requirements of (a) above, works or is based at a different establishment and satisfies those

requirements.

For the purpose of the definition of “Qualifying Period” in clause 1.1 of these Terms, when

calculating whether any weeks completed with the Hirer count as continuous towards the

Qualifying Period, where:

(a) the Agency Worker has started working during an assignment and there is a break, either

between assignments or during an assignment, when the Agency Worker is not working;

(b) the break is:

(i) for any reason and not more than six Calendar Weeks;

(ii) wholly due to the fact that the Agency Worker is incapable of working in consequence

of sickness or injury and the break is 28 Calendar Weeks or less; paragraph (iii) does

not apply; and, if required to do so by the Employment Business, the Agency Worker

has provided such written medical evidence as may reasonably be required;

(iii) related to pregnancy, childbirth or maternity and is at a time in a protected period,

being a period beginning at the start of the pregnancy and ending at the end of the 26

weeks beginning with childbirth (being the birth of a living child or the birth of a child

whether living or dead after 24 weeks of pregnancy) or, if earlier, when the Agency

Worker returns to work;

(iv) wholly for the purpose of taking time off or leave, whether statutory or contractual, to

which the Agency Worker is otherwise entitled which is:

1. ordinary, compulsory or additional maternity leave;
2. ordinary or additional adoption leave;

iii. ordinary or additional paternity leave;

1. time off or other leave not listed in paragraphs (iv)i, ii, or iii above; or
2. for more than one of the reasons listed in paragraphs (iv)i, ii, iii to iv above;

(v) wholly due to the fact that the Agency Worker is required to attend at any place in

pursuance to being summoned for service as a juror and the break is 28 Calendar

Weeks or less;

(vi) wholly due to a temporary cessation in the Hirer’s requirement for any worker to be

present at the establishment and work in a particular role for a pre-determined period

of time according to the established custom and practices of the Hirer;

(vii) wholly due to a strike, lock-out or other industrial action at the Hirer’s establishment;

Or

(viii) wholly due to more than one of the reasons listed in paragraphs (ii), (iii), (iv), (v), (vi) or (vii); and

(c) the Agency Worker returns to work in the same role with the Hirer,

any weeks during which the Agency Worker worked for the Hirer before the break shall be

carried forward and treated as counting towards the Qualifying Period with any weeks during

which the Agency Worker works for the Hirer after the break. In addition, when calculating the

number of weeks during which the Agency Worker has worked, where the Agency Worker has

started working in a role during an Assignment and is unable to continue working for a reason

described in paragraph (b) (iii) or (b) (iv) i., ii, or iii., for the period that is covered by one or more

such reasons, the Agency Worker shall be deemed to be working in that role with the Hirer for

the original intended duration or likely duration of the relevant Assignment, whichever is the

longer. For the avoidance of doubt, time spent by the Agency Worker working during an

assignment before 1 October 2011 does not count for the purposes of the definition of

“Qualifying Period”.

“Temporary Work Agency” means as defined in Regulation 4 of the AWR being a person engaged in

the economic activity, public or private, whether or not operating for profit, and whether or not

carrying on such activity in conjunction with others, of:

(a) supplying individuals to work temporarily for and whose health and safety is the responsibility

of the hirers; or

(b) paying for, or receiving or forwarding payment for, the services of individuals who are supplied

to work temporarily under the Health and Safety rules of the hirer

Notwithstanding paragraph (b) of this definition a person is not a Temporary Work Agency if the

person is engaged in the economic activity of paying for, or receiving or forwarding payments for,

the services of individuals regardless of whether the individuals are supplied to work for hirers. For

the purpose of this definition, a “hirer” means a person engaged in economic activity, public or

private, whether or not operating for profit, to whom individuals are supplied, to work temporarily

under the Health and Safety rules of that person.

SCHEDULE 2: TRANSFER FEES

(a) The Transfer Fee referred to in clause 8 shall be calculated as follows: 20% of the

Remuneration payable to the Agency Worker during the first 12 months of the

Engagement or, if the actual amount of the Remuneration is not known, the Charges

multiplied by 2,600.

(b) The Period of Extended Hire, referred to in clause 8, before the Hirer Engages an

Agency Worker shall be: 12 weeks.