This page gives you all the information you need as a PAYE contractor.
As a PAYE Worker you are engaged by Advantage Resourcing as an agency worker on a Contract for Services under which you work temporarily for one of our clients. An Assignment Schedule will be issued prior to the start of an assignment and will contain important information such as start date, end da
Advantage Resourcing will pay you weekly and make any statutory deductions required by law, such as National Insurance (NI) and tax. As a PAYE worker you are also entitled to key rights and benefits under UK Employment Law and these are detailed below.
Agency Workers Regulations
The Agency Workers Regulations (AWR) 2010 ensure that Agency Workers receive equal treatment in relation to some aspects of pay and holiday after 12 weeks in an assignment. Under these regulations, the client will confirm your Day One rights, such as access to the communal facilities and the right to view vacancies.
If you work over twelve weeks in the same or a similar role within the same organisation, then you have the right to equal pay and holiday entitlement based on a directly hired equivalent worker. Any changes to your contract at this stage will be confirmed by your consultant ahead of these rights becoming effective.
If you feel you are not receiving your full rights at any point of the assignment, or have any questions regarding how AWR affects you, contact your consultant or email email@example.com.
Working Time Regulations
The Working Time Regulations 1998 state that a worker cannot be made to work more than 48 hours a week (averaged over 17 weeks). This means that it is legal to work more than 48 hours in some weeks, as long as this is balanced by weeks in which fewer hours are worked, so that the average is not more than 48 hours over a period of 17 weeks.
You will be offered the opportunity to complete an opt in / out form. You can always notify us in writing at a future date if you wish to change your mind regarding your working hours.
The Working Time Regulations also stipulate the breaks and rest periods that you are entitled to.
You can read more about this on the official government website here.
This is sent to you at the end of each tax year, by the organisation you are paid by Wk52/Mth12. If you are not employed in the final period of the tax year, a P60 will not be issued. It will show how much you have earned throughout the year, alongside how much tax and NI you have paid.
As per the Government workplace pension rules, you will be automatically assessed and considered for the pension scheme three months from the start of your assignment. The pension provider used by Advantage Resourcing is NOW Pensions, and you can contact members’ support on 0330 100 3334.
For additional information, please visit the Government pages.
Statutory sick, maternity, paternity or adoption pay
PAYE workers are eligible for Statutory Sick Pay, Statutory Maternity Pay, Statutory Paternity Pay and Statutory Adoption Pay, subject to them meeting the eligibility criteria set out by HMRC for each type of payment. These schemes are government run and are in line with UK legislation.
To discuss your eligibility and right to claim under these schemes, please contact our Payroll team on 0800 917 7358 or email firstname.lastname@example.org.
For more information on your rights as an Agency Worker, please visit gov.uk/agency-workers-your-rights.
We operate an accrued holiday pay system. From the start of your assignment, you will accrue 5.6 weeks leave per year which is approximately 0.53 days per week for each week worked. 5.6 weeks is the statutory entitlement and this may increase under AWR rights, we will notify you if this is the case.
You accrue holiday in hours/units. Your holiday entitlement accumulates across assignments and remains with you during periods between work. The holiday year runs from the start of the tax year – April to the end of the tax year the following April.
You will receive holiday pay when actual leave is taken, provided you have accrued enough time. Your holiday pay is calculated and paid at the average pay rate and average hours worked per day over the previous 52 weeks. This will be paid a week in arrears as with other payments, other terms and conditions around holiday pay are detailed in your candidate agreement.
Please note that it is your responsibility to ensure that you take your holiday. The amount of holiday entitlement you have accrued is displayed on your weekly payslip. It is important that you keep track of your used and unused entitlement, as holiday unused by the end of the holiday year may be lost.
All holidays, including requests for Bank Holidays to be paid, need to be recorded on the timesheet and an authorised holiday request form submitted to Payroll in order for holidays to be paid. If booking time off during an assignment, you must give twice as much notice as the time off you wish to take e.g. if you wish to take one week off, you should give two weeks’ notice.
You can only take holiday pay for holidays. Absences for other reasons are covered by other elements of UK law or are at the client’s discretion. In addition, holidays can only be taken on a day you would usually work.
When you wish to book time off, including bank holidays, you need to complete a Holiday Request Form and send it to email@example.com. There may be instances where our clients may have a mandatory shutdown for all workers. You will be required to use your holiday, unless stated differently by the client.
Our holiday year runs from the first week of each tax year. If you leave mid-year with holiday entitlement owing, this will be paid out to you and your P45 will follow shortly afterwards.
If you have any queries regarding your holiday pay or holiday entitlement then please contact our payroll team on 0800 917 7358 or Payroll.firstname.lastname@example.org.