Securing Equal Pay and Hours
Even if agency workers had any of the entitlements under the Employment Rights Act 1996, there would still exist no requirement of equal pay for agency workers who do work of equal value compared to a permanent employer. An agency worker can be treated less favourably in his or her pay and conditions than someone doing exactly the same job, simply because they come through an agency. A proposed Temporary and Agency Workers (Equal Treatment) Bill sought to adjust this position, joining another ten pieces of employment discrimination law in the UK (on gender, race, disability, religion, sexuality, age, part-time work, fixed time work and trade union membership). After the Bill's second reading, the proposal was dropped and an older draft of a European Union Directive, the Temporary and Agency Workers Directive was revived, and passed by the European Parliament. This was possible for the first time in 2008 because the United Kingdom government dropped its opposition. In fact, the directive and the Bill are almost identical. It is understood that the law will be passed, but with a 12 week wait before agency workers will be eligible for equal pay and hours.
Read more about this topic: United Kingdom Agency Worker Law
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