1 alp ed10 pageturn by The Connect Series Ltd

Association of Labour Providers HANDBOOK & MEMBER DIRECTORY MAY 2014

PROMOTING

AGENCY LABOUR BEST PRACTICE

Handbook & Member Directory

May 2014

Providing 21st century recruitment solutions

Need a truly flexible workforce? Focused on minimising overall recruitment costs? Want to demonstrate legal compliance and ethical best practices?

itempsÂŽ is Goldteam Recruitmentâ&#x20AC;&#x2122;s award winning cloud based technology solution to all your temporary and contract recruitment needs: Guarantees you savings on your time and money Provides 100% fulfilment on all requirements Supplies 24/7 access to the details about your temporary workforce Ensures 100% compliance with all regulatory and legislative requirements such as GLA, ETI and AWR. For a FREE benchmarking report on your current agency labour, call us today on 0870 744 7456

0870 744 7456

www.goldteam.co.uk

info@goldteam.co.uk

Contents Contents..........................................................................................................................................................................................................1 Welcome..........................................................................................................................................................................................................2 Stronger Together.......................................................................................................................................................................................4 n

The ALP - Services and Benefits Introducing the Association of Labour Providers....................................................................................................................... 7 ALP Terms of Membership....................................................................................................................................................................9 Benefits of ALP Membership for Labour Providers............................................................................................................... 10 Associate Membership for Growers, Producers and Packers........................................................................................ 11 ALP Business Support Service......................................................................................................................................................... 12 ALP Representative and Policy Work........................................................................................................................................... 13

ALP Training & Workshops Tackling Hidden Labour Exploitation............................................................................................................................................. 21 Complying with the GLA Licensing Standards........................................................................................................................ 22 Preventing Illegal Working................................................................................................................................................................... 23 In-House Training..................................................................................................................................................................................... 24

ALP Service Partners Brabners Chaffe Street - Legal advice......................................................................................................................................... 26 allianceHR - Expert GLA Sector Consultancy.......................................................................................................................... 27 Optima Corporate Finance.................................................................................................................................................................. 28 Speak Up - Confidential Worker Hotline - InTouch............................................................................................................... 29 Complyer - Agency Labour Compliance Audit Tool............................................................................................................. 30 ALP Document Translation Service................................................................................................................................................ 31 Driver Licence Checking Service..................................................................................................................................................... 32 Txthire Mobile Recruiting...................................................................................................................................................................... 33 Pensions Auto-Enrolment Support Service............................................................................................................................... 34

Sector Specific Guidance Labour Userâ&#x20AC;&#x2122;s Checklist for using Labour Providers............................................................................................................ 37 Charge Rate Guidance for Agency Labour................................................................................................................................ 40 Ensuring Ethical Labour Standards in the Food Supply Chain....................................................................................... 46 Agency Workers Regulations 2010 - A Guide......................................................................................................................... 54 Pension Auto-Enrolment â&#x20AC;&#x201C; An Overview..................................................................................................................................... 69

The Association of Labour Providers / Contents

The Gangmasters Licensing Authority The GLA - An ALP Perspective........................................................................................................................................................... 75 The GLA - Advice to the Industry.................................................................................................................................................... 79 The GLA Licensing Standards - May 2012............................................................................................................................... 82

ALP Members Directory ALP Members Directory.................................................................................................................................................................... 105 ALP Associate Members Directory.............................................................................................................................................. 122 ALP Service Partners Directory..................................................................................................................................................... 124

Welcome

The Association of Labour Providers / Welcome

2014 marks the tenth anniversary of the deaths of the Chinese cockle-pickers at Morecambe Bay. It will also be the year which sees the publication of the Modern Slavery Bill, of which the Home Secretary, the Rt Hon Theresa May MP in her foreword to the draft Bill says: â&#x20AC;&#x153;I am determined to expose this hidden crime; to stop it at source; to bring more perpetrators to justice; and to protect and support victims. I hope you are too.â&#x20AC;? Every labour provider and employer can play their part in tackling forced labour and human trafficking by joining the Stronger Together network, downloading the tools and resources from www.stronger2gether.org and implementing the good practice. 2014 is also the tenth anniversary of the Association of Labour Providers and ten years have seen much progress within our industry. Labour providers are now rightly recognised as essential partners in the food supply chain for the vital role they play in ensuring UK food security by reliably and cost effectively sourcing and supplying workers to pick, produce and pack our food. Good labour providers continue to deliver more in terms of compliance, quality and reliability of service and are happy to do this provided labour users pay a fair, economically sustainable price. The ALPâ&#x20AC;&#x2122;s aim is for the provision of agency and seasonal labour to the UK food and agricultural sectors to be recognised as a model of good practice. On a small budget, the Association works hard and effectively to support its members, from representing labour providers with the Gangmasters Licensing Authority and Government to organising Roadshows, issuing clear guidance, promoting best practice and providing individual support to members.

Welcome

The ALP does not support those labour providers that flout the law, treat their workers badly or underpay them, because those are the businesses that undercut the reputable ones. If you are a labour provider and are not yet a member, or a food grower or producer interested in Associate Membership, please contact us to learn more about the ALP.

Best Regards The ALP Team

Kevin Roberts

David Camp

Jerry Camp

Chairman

Director

Membership Support Manager

The Association of Labour Providers / Welcome

We hope that you will find this Handbook a useful resource.

The Association of Labour Providers / Stronger Together

Stronger Together

Find out more and join the network at www.stronger2gether.org

The ALP - ServiceS and Benefits 5

Global reach – local presence Gi Group is one of the world’s leading companies providing services for the development of the labour market, operating in the fields of temporary and permanent staffing, search and selection, as well as a variety of complementary activities. Gi Group is present in more than 20 countries across Europe, Asia and America. Gi Group in the UK provides recruitment, staffing and workforce management services to local and national clients of all sizes, placing an average of 12,000 temporary and permanent staff into work nationwide each week across all market sectors.

and contract employees every week across 21 locations, providing recruitment services to some of the UK’s leading food manufacturers.

Our extensive national branch network provides both temporary and permanent staff to a wide range of business sectors and is complemented by our highly successful Site Managed Services (SMS) division, which provides specialist HR teams based on our clients’ own premises, typically where the requirement for large numbers of flexible workers is high. Since the Gi Group Food Division was established in 1995, it has grown at an enviable rate and frequently provides work for over 3000 flexible, temporary

For more information:

Tel: 0208 622 3536

Email: CSTeam@gigroup.com www.gigroupuk.com

Introducing the Association of Labour Providers

he ALP is the trade association for labour providers in the food and agricultural sectors.

The ALP influences the environment in which labour providers operate and provides a range of useful information and services to help members run their business. The ALP is managed by the Director and is governed by an Executive Committee of twelve labour providers with an independent Chairman.

1. Food Security â&#x20AC;&#x201C; Driving awareness of the crucial role that labour providers undertake within the supply chain by sourcing and supplying the workforce to plant, pick and produce our food. 2. Raising Standards - Continuous improvement in the role, responsibility, standards and service of labour provision.

The ALP - Services and Benefits / Introducing the Association of Labour Providers

Formed in February 2004, the ALP is recognised as the representative trade body for labour providers by the GLA, Defra, other government departments, industry trade bodies, the supermarkets, growers and food processors.

The ALPâ&#x20AC;&#x2122;s aim is for the provision of agency and seasonal labour to the UK food and agricultural sectors to be recognised as a model of good practice to be achieved through the following key strategies:

The ALP - Services and Benefits / Introducing the Association of Labour Providers

Introducing the Association of Labour Providers

3. Fair Charge Rates – Payment of fair charge rates to labour providers that enable business sustainability and do not foster worker exploitation and tax evasion. 4. Responsibility to workers – Labour providers meet their legal and ethical responsibilities and treat workers fairly and with respect. 5. Regulation – Support for proportionate regulation of labour provision to facilitate fair competition.

6. Labour Standards – A partnership approach between labour providers, growers, producers, trade unions, retailers, regulators, government and other stakeholders to move beyond compliance in labour standards. 7. Home Grown – Support for UK based agriculture and food production and the opportunities that a career within this industry provides.

ALP Terms of Membership ALP Terms of Membership Organisations that: n

Supply labour - may become ALP Members.

The subscription scale for 2014 is, for organisations with an annual turnover: in excess of £25 million - £2,570

Use agency labour - may become Associate Members.

£10 -25 million - £1,850

£4 -10 million - £1,230

Supply business services to labour providers - may become Service Partners.

£1 - 4 million - £620

under £1 million - £310

The subscription year runs from January to December though prospective members may join at any point throughout the year. To join the ALP call 01276 509306, email info@labourproviders.org.uk or go to www.labourproviders.org.uk and register online.

under £1 million (New GLA licence applicants) - £155

Associate members - from £525

Service Partners – on application

ALP subscriptions are tax deductible and VAT is not chargeable.

The ALP - Services and Benefits / ALP Terms of Membership

Benefits of ALP Membership for Labour Providers

T The ALP - Services and Benefits / Benefits of ALP Membership for Labour Providers

he ALP serves as the voice for the reputable majority of labour providers within the sector and membership delivers many benefits:

1. Promote your business and enhance credibility n n

Supermarkets prefer their suppliers to use ALP members Display the ALP membership logo on your website & marketing collateral Demonstrate your commitment to good practice by joining a body dedicated to improving agency labour supply standards Customise your own dedicated webpage on the ALP website Free inclusion in the ALP Directory distributed to thousands of potential food and agricultural clients.

2. Receive specialist support and stay up to date. n

3. Have a stronger voice

Protect your business â&#x20AC;&#x201C; use our specialist template contracts prepared by recruitment lawyers Receive email and telephone helpline support from labour provider experts Regular sector specific newsletters and specialist briefing documents Preferential rates on training courses, consultancy and business support services.

The ALP has a collective and representative voice on the GLA Board and to growers, packers, producers, supermarkets, media and Government The Association has been extensively involved in the GLA licensing regime securing substantial improvements to the benefit of labour providers The ALP continuously raises the profile of low charge rates and urges relevant bodies to target labour users paying an unrealistically low rate.

To join the ALP call 01276 509306, email info@labourproviders.org.uk or go to www. labourproviders.org.uk and register online.

Associate Membership for Growers, Producers and Packers

Growers, producers, packers and others are invited to become ALP Associate Members and access the following benefits of membership: n

Access the ALP Helpline which covers Legal / HR / AWR / Social Compliance Audits / Ethical Labour Standards and GLA issues - manned by experts in labour provider matters. FREE ALP “Model Service Level Agreement” – receive this highly regarded model template for managing the specific arrangements of agency labour supply and use. Access the Members Area of the ALP website and the extensive library of template contracts; specialist Briefs; guidance and links.

Receive regular newsletters and briefing documents summarising GLA, legal and industry developments at the same time as labour providers. Receive preferential rates on our industry expert business support services and specialist training courses. FREE attendance at ALP Annual Roadshows and other member meetings. Work with our experts towards “best-practice” agency labour usage.

To discuss joining the ALP please call 01276 509306 or email info@labourproviders.org.uk or go to www.labourproviders.org.uk and register online.

The ALP - Services and Benefits / Associate Membership for Growers, Producers and Packers

emonstrate your commitment to good practice by joining a body dedicated to improving agency labour standards.

ALP Business Support Service

The ALP - Services and Benefits / ALP Business Support Service

If you need a bespoke, dedicated business support service then our food industry and labour provider specialists can provide you with: Peace of mind that you are supported by sector specialists Client confidence demonstrate due diligence to current and potential clients Business Development move your business from compliance to best practice

From a single policy document to a fully supported service, our experts provide: n Confidential n GLA

labour standards compliance auditing

licensing standards support

n â&#x20AC;&#x153;Beyond

complianceâ&#x20AC;? consultancy â&#x20AC;&#x201C; moving your business to best practice

n Specialist

outsourced HR support by labour provider specialists

n Preparation

of all contractual and operational documents

For a no-obligation initial consultation call 01276 509306 or email info@labourproviders.org.uk

ALP Representative and Policy Work

he Association actively represents the interests of labour providers.

Gangmasters Licensing Authority (GLA)

The ALP has two members on the GLA Board and takes the lead role in representing labour providers on the GLA Labour Provider/User Liaison Group. The ALP is in ongoing contact with the GLA Executive on a range of policy matters including: n

Supplier/Retailer Protocol

Governance of the GLA

Scope of Licensing

GLA External Communications Policy

Clarity over GLA inspection and investigation visits

The ALP deals directly with the GLA on specific member issues, particularly keeping a close watch on licensing decisions. Stronger Together Stronger Together is a multi-stakeholder food and agricultural sector initiative to reduce human trafficking, forced labour and other third party worker exploitation. The ALP is a lead development partner together with the GLA and Migrant Help.

“The Stronger Together project is a shining example of organisations across the UK food industry teaming up to tackle human trafficking and forced labour. UK retailers are committed to addressing the issue through joint working with the GLA, law enforcement agencies and farmers; there is no place for exploitation in our supply chains. ” Helen Dickinson, Director General, British Retail Consortium Industry Regulation The ALP supports proportionate regulation of labour provision to facilitate fair competition. The Association has developed a policy paper on industry regulation which is being used to establish a common position with multistakeholder support, providing for a more level, competitive playing field for business with reduced exchequer fraud and offering greater protection for vulnerable workers through intelligence led, proportionate enforcement action.

The ALP - Services and Benefits / ALP Representative and Policy Work

Much of the Association’s workload is spent dealing with matters arising from the licensing regime of the GLA.

Stronger Together provides employers and labour providers with the resources and understanding to engage with their workforces in the fight against modern day slavery and to signpost migrant workers to report abuse and seek help.

Tackling this issue in food and agriculture is essential as 29% of referrals of potential victims of human trafficking for labour exploitation to the UK government National Referral Mechanism occurred within these sectors. The good practice developed may be readily extended to other industry sectors with similar issues. 13

ALP Representative and Policy Work

The ALP - Services and Benefits / ALP Representative and Policy Work

Fair Charge Rates

“It’s unwise to pay too much, but it’s worse to pay too little. When you pay too much, you lose a little money - that’s all. When you pay too little, you sometimes lose everything, because the thing you bought was incapable of doing the thing it was bought to do. The common law of business balance prohibits paying a little and getting a lot - it can’t be done. If you deal with the lowest bidder, it is well to add something for the risk you run, and if you do that you will have enough to pay for something better.” John Ruskin

illegality as these rates can only be achieved through worker exploitation or tax evasion. Labour users have suffered reputation damaging publicity when this has been exposed. Supermarkets and other wholesale purchasers of food have an ethical responsibility to ensure fair and legal rates are paid to labour providers throughout their supply chain.

In 2007 the Association established agreed charge rate guidance. These rates are updated as required and are posted on both the ALP and GLA websites and have become well known throughout the supply chain.

The rate paid by labour users is a key variable that the GLA monitors. Labour providers are encouraged to report confidentially to the GLA any labour users that are currently paying rates which indicate that legal responsibilities to workers cannot be met. Members may choose to discuss this information with the ALP beforehand.

Labour users that pay unrealistically low rates are knowingly or recklessly conniving in

The Association will continue to argue the case for fair and sustainable charge rates.

ALP Representative and Policy Work Social Compliance Auditing

A consistent framework for social compliance auditing of labour providers The facility to share ethical audits between clients to avoid duplication For audits to contribute to â&#x20AC;&#x153;earned recognitionâ&#x20AC;? with the GLA and other regulatory authorities

Seasonal Agricultural Workers The Government abolished the Seasonal Agricultural Workers Scheme (SAWS) at the end of 2013 relying on the Home Officeâ&#x20AC;&#x2122;s Migration Advisory Committee advice that there should be sufficient seasonal agricultural labour supply to meet the needs of the UK horticultural industry in the foreseeable short term. The abolition of SAWS enables all labour providers to compete for contracts to supply seasonal agricultural workers. This decision to abolish SAWS requires every horticultural business which relies upon seasonal workers to make concrete plans to secure their labour supply in 2014 and beyond. This requires thorough planning and may involve new ways of thinking and new models of supply.

have left for opportunities elsewhere leaving a labour shortage when the conditions were right for picking. Growers must also be wary of relying on informal contacts to source workers who may actually be working in a capacity that requires a GLA licence. The ALP is a member of the Defra convened SAWS Transition Working Group consisting of government department representatives, large seasonal labour grower businesses, trade associations and labour providers. The ALP will work with all key stakeholders to monitor and share intelligence on seasonal agriculture labour flows, address potential barriers and offer solutions. Labour providers will support the horticultural industry to secure their labour supply in 2014 and beyond.

The ALP - Services and Benefits / ALP Representative and Policy Work

Labour providers have become accustomed to being audited by clients and social compliance auditors. They understand the important role that auditing plays in monitoring compliance with labour standards. However the proliferation of such audits has become unnecessarily burdensome. The ALP is taking a lead role in a Sedex Workgroup comprising, retailers, social compliance auditing companies and the GLA to collaborate to develop:

Some growers have made the decision to source their seasonal workers directly but have been left high and dry when the weather has prevented crops being picked. Workers

ALP Representative and Policy Work Charging for Work Finding Services Labour providers breach GLA Licensing Standard 7.1 if they:

The ALP - Services and Benefits / ALP Representative and Policy Work

a) Charge a fee to a worker for any work-finding services

b) Make providing work-finding services conditional on the worker using other services or hiring or purchasing goods. Standard 7.1 is a critical licensing standard, and non-compliance with this standard may, on its own, lead to a labour provider having its GLA licence revoked. The ALP has worked with the GLA to prepare guidance that provides greater clarity on the

legal position around the charging of fees to job seekers and workers for work-finding services so that: n

Legitimate labour providers may compete fairly, rather than being undercut by those businesses operating models that do not comply with GLA licensing standards Job seekers are not unfairly charged fees to cover their own recruitment costs Labour users do not risk reputational damage through being exposed to be using exploitative recruitment methods.

ALP Representative and Policy Work National Minimum Wage The ALPâ&#x20AC;&#x2122;s position is that the current accommodation offset arrangements work to the disadvantage of workers by removing the option to have accommodation provided by an employer.

Since 2007 HMRC has regarded deductions from wages to cover transport to work, even if optional and consented to in writing,

As a result of this ruling labour providers have withdrawn from providing transport or had to unscramble arrangements whereby workers voluntarily agreed to pay for their transport through deductions from pay, and as such was open to examination by enforcement bodies, to requiring workers to pay fares in cash each day or week or to sign a standing order/direct debit arrangement which means the cost of transport is paid from their bank account. This is a burden on both business and workers and serves no useful purpose. It is perverse for government policy to encourage the cash economy in this sort of way.

The ALP - Services and Benefits / ALP Representative and Policy Work

The preferred position of the ALP is that the separate accommodation offset arrangements should be abolished except in the case of tied accommodation (for which they were originally intended). Where accommodation is provided by employers on an optional basis, workers should be free to agree voluntarily to deductions from their pay to meet the cost of accommodation.

to reduce pay for national minimum wage purposes. The logic for this approach is untenable.

ALP Representative and Policy Work The Association:

The ALP - Services and Benefits / ALP Representative and Policy Work

1. Continues to put the case to BIS, HMRC and the Low Pay Commission.

2. Has provided advice to members as to how transport charges can be levied in ways which are NMW compliant. 3. Has supported labour providers in their battles against arrears payments imposed by the HMRC. Agricultural Wages The ALP has argued for some years that the separate Agricultural Wages Orders were an anachronistic piece of bureaucracy that caused considerable practical difficulties for agricultural workers and their employers. With effect from October 2013 the Government abolished the separate Agricultural Wages Order that applied to agricultural and horticultural workers in England. Wales has introduced emergency legislation to maintain the effect of the 2012 Agricultural Wages Order in Wales but the Agricultural

Sector (Wales) Bill has been blocked by the UK Attorney General saying it was not within the Welsh Assemblyâ&#x20AC;&#x2122;s competence. The Supreme Court will now rule on whether the bill can become law or not. Separate Agricultural Wages Orders will continue to exist for Scotland and Northern Ireland. The ALP is working with the devolved administrations to seek to achieve clarity and consistency on the application of the Orders in these separate countries. Pension Auto-Enrolment In accordance with the Pensions Regulator staging dates, all employers are required to enrol their eligible workers and collect and pass contributions to a pension provider. Labour Providers are regarded as the employers of their contracted temporary or flexible workers. The Association has provided guidance to members on pension auto-enrolment in the form of Roadshow speakers, a series of specialist regional workshops, Handbook and newsletter articles and webinars.

ALP TRAINING & WORKSHOPS 19

YOUR ALP INSURANCE BROKER

Andrew Thompson Associates Insurance Broker Specialist insurance for all ALP Members We provide a comprehensive Insurance and Risk Management Service for members We take time to understand your insurance needs and provide competitive premiums

Please contact us to arrange a quotation or to discuss any insurance related matters Andrew Thompson & Associates Epsilon House Ransomes Europark Ipswich, IP3 9FJ

T: 01473 276188 E: info@ataib.co.uk W: www.ataib.co.uk

ALP Training & Workshops

Tackling Hidden Labour Exploitation ½ Day Training Workshop to understand the responsibilities and best practice associated with tackling hidden labour exploitation in the workplace

Programme and how does it happen in practice? • The Business Case for preventing hidden labour exploitation • What should I do? Checklist for employers

Designed for: Employer and labour provider HR and Operational Managers responsible for developing and leading company policy on ethical labour management. Worker representatives, social compliance auditors, NGOs and others with an interest or responsibility to understand and tackle worker exploitation.

Overview Forced labour and labour trafficking are hidden crimes undertaken by criminal gangs and exploitative individuals. Recorded cases of human trafficking in the UK continue to grow rapidly. Implementing the “Stronger Together” good practice not only demonstrates good corporate social responsibility but makes business sense by: • Demonstrating a proactive commitment to protecting workers and preventing exploitation that will be valued by your workforce • Offering opportunities to engage with employee representatives and the workforce to work

and labour providers • Monitoring to prevent and uncover hidden worker exploitation • Implementing good practice to identify and deter hidden labour exploitation • Action plan on discovering potential worker exploitation • Working with the Investigating and Enforcement Authorities • How to support potential victims of trafficking and exploitation

Workshop Leaders: Workshops will be interactive and led by experts from the Association of Labour Providers, the Gangmasters Licensing Authority and Migrant Help. To register on a workshop visit www.stronger2gether.org.

ALP Training & Workshops / Tackling Hidden Labour Exploitation

• What is hidden third party exploitation

For more information or to discuss your needs call Heather on 01276 919090 or email info@strongr2gether.org

together on a matter of joint importance • Preventing exploitation rather than dealing with the consequences which may include time consuming investigations, interventions by authorities and considerable media attention.

ALP Training & Workshops

Complying with the GLA Licensing Standards

ALP Training & Workshops / Complying with the GLA Licensing Standards

1 day workshop for Labour Users and Labour Providers This workshop provides an excellent grounding in the skills and knowledge to enable both labour providers and labour users to implement processes to assure compliance to the GLA Licensing Standards. It is particularly recommended for both labour providers and labour users to attend together to encourage a partnership approach towards addressing areas for improvement.

Delegate Feedback

“A lot of difficult details covered with good humour and pace”.

“Informative, constructive, prompted me to initiate crucial action back at the office”

Workshop O verview

Section 1: Ba ckground and Current issues in UK food ind ustry agency labour Section 2: W orking in Partn ership toward Best Practice s Section 3: Co mplying with th e GLA Standa clause by claus rds e All attendees receive the AL P “Model Se Level Agreem rvice ent” - a mod el template fo managing the r specific arrang ements for ag labour supply. ency

“Excellent! Very informative and some good information to take away.”

“Really enjoyed the course. It was broken down in sections which we easily understood. A very hard subject was made very interesting”

To view current dates go to http://labourproviders.org.uk/ training-courses/ or to book your place call 01276 509306 or email: info@labourproviders.org.uk 22

ALP Training & Workshops

Preventing Illegal Working 1 day Workshop for Recruitment and HR professionals responsible for in-house immigration compliance This one day workshop provides the practical and properly establish the statutory excuse. Presented by ex UK Border Agency forensic identity document specialists and professionals from the Association of Labour Providers.

Benefits of Attending

Workshop Overview

• Protect your business from expensive civil penalties

This focused workshop provides recruitment and HR professionals with:

• Ensure a legal workforce

• The procedural requirements in establishing the statutory excuse

• Spot forged documents and impostors • Prevent UK Border agency raids and reputational damage • Develop effective in-house immigration compliance procedures

• The latest technology to automatically detect forged documents and impostors • Expert guidance on how to recognise forged and counterfeit identity documents

ALP Training & Workshops / Preventing Illegal Working

knowledge and resources to prevent illegal working

To view current dates go to http://labourproviders.org.uk/ training-courses/ or to book your place call 01276 509306 or email: info@labourproviders.org.uk 23

ALP Training & Workshops

In-House ALP Training Our training is specifically geared to the food industry labour supply chain – for growers, producers, retailers and labour providers

ALP Training & Workshops / In-House Training

If you cannot come to one of our dedicated courses, we can come to you and deliver our expert advice & training – when and where you need it.

Coaching and Training Courses - including • Preventing Illegal Working • Complying with GLA Licensing Standards • Preventing and Preparing for Employment Tribunals • Agency Worker Regulations 2010 • Labour Provider Auditing • Workforce Cohesion

In addition to this, ALP trainers can work with you to tailor training sessions to meet the needs of your organisation.

• Diversity & Equality Awareness Training • Employing Agency Workers on a Swedish Derogation Contract

For further details or to book in-house training please call 01276 509306 or email: info@labourproviders.org.uk 24

ALP Service Partners 25

Strong words, softly spoken. For quality, professional legal advice, you can depend upon Brabners. Our award-winning team of lawyers offers expertise to clients in the following areas: • corporate • commercial • litigation • property • environment • employment • charity law • agriculture • family law • tax, trusts & wills • sports law Contact Brabners today to find out more about the best legal team in the North West. For further information please contact Paul Chamberlain, Head of Employment in our Manchester office on 0161 836 8864 or by email to paul.chamberlain@brabners.com

W: www.brabners.com E: law@brabners.com Liverpool Office Horton House Exchange Flags Liverpool L2 3YL T: +44(0)151 600 3000 Manchester Office 55 King Street Manchester M2 4LQ T: +44(0)161 836 8800 Preston Office 7-8 Chapel Street Preston PR1 8AN T: +44(0)1772 823 921

Speak to labour experts who understand the GLA regulated sector

• Labour Provider Internal Audit Confidential compliance assessment against GLA standards with corrective action plans and ongoing support • Partnership Audit Joint labour provider and user audit against GLA standards to work together towards best practice

Food Industry & Agency Labour Support Services • ‘’Beyond Compliance” consultancy Moving your business to best practice in labour standards • Specialist HR Solutions Outsourced HR support from a single document to a full service by food industry and labour provider experts

ALP Service Partners / allianceHR - Expert GLA Sector Consultancy

Best Practice Expert Audits

enquiries@alliancehr.co.uk For expert advice you can trust, call 01276 919090 ALP Members receive a 15% discount on our services 27

ALP Service Partners / Optima Corporate Finance

M&A Expertise for the Recruitment Industry

Acquisitions Helping acquisitive recruitment businesses to identify and complete off-market strategic acquisitions Business Sales Preparing businesses for sale and advising owners throughout the sale process to maximise value The S Factor â&#x20AC;&#x201C; How Saleable is your Recruitment Business? A specialist business tool designed to assess the saleability of recruitment businesses. Benchmark your business, find out how an acquirer will view your business and discover how to improve its value Raising Finance Advising clients on raising or restructuring debt or equity finance from a range of sources

Optima Corporate Finance 0203 405 3166 philip@optimacf.com 28

Quote ALP2014HB for a 10% Discount on your S Factor Report. For more information visit: www.optimacf.com/ thesfactor

Confidential Reporting

Empower employees to speak up, give them a voice by establishing reporting channels that gives them the confidence to come forward. If wrongdoing goes undetected it can seriously damage your business, it could also cost you your GLA licence. Wrongdoing could be about: • Health and safety breaches • Serious bullying and harassment • Theft or fraud SpeakUp is a conﬁdential reporting service provided by InTouch an independent company. It is a flexible low-cost solution that is tailored for you and to suit different budgets.

100% secure, confidential and anonymous channels Instils confidence in the employee to come forward Enables two-way communication between you and the employee Even when a discloser remains anonymous Access via Freephone or secure website 24/7, 365 days a year No cost to the individual, no restrictions on when a report can be made 100% secure,international confidential and anonymous channels Multilingual, capability Reports can be made in native language, breaking down language barriers

ALP Service Partners / ‘SpeakUp’ Confidential Worker Hotline - InTouch

49% of employees aware of misconduct stay quiet for fear of reprisals*

An ‘adequate procedure’ under the Bribery Act *Source: Institute of Business Ethics at work survey 2012

For further information Call us on 0800 097 0128 - email info@peopleintouch.co.uk or visit www.peopleintouch.co.uk 29

ALP Service Partners / Agency Labour Compliance Audit Tool

Agency Labour Compliance Audit Tool ComplyER is an easy-to-use software audit tool that helps labour providers and labour users achieve best practice agency labour provision.

ComplyER is for: Employment businesses/labour providers that supply agency workers

All agency sectors particularly food, agriculture, industrial, logistics

Hirers/labour users that use agency workers

Non-audit specialists in HR, Technical, Operations, Compliance, CSR etc.

ComplyER uses the Gangmasters Licensing Standards as a framework model to help protect and enhance business reputation.

AGENCY WORKERS REGULATIONS Now contains key questions to monitor compliance to the Agency Workers Regulations.

ComplyER benefits: Labour Users/Hirers

Protect brand and business reputation Demonstrate due diligence Reduce the potential for media exposé Drive up ethical and quality standards Improve social compliance audit success Standardise audit processes

Labour Providers/Agencies

Demonstrate good practice Improve compliance with GLA Licensing Standards Provide assurance to clients Ensure consistent compliance across multiple sites and branches Improve client satisfaction

Buy now

or download a demo An annual ComplyER licence costs just £345 (+VAT) per user inclusive of updates. Multi-user discounts available.

SPECIAL OFFER

for ALP members Annual Licence £285 +VAT Buy For nowmore or download a demo at www.labourproviders.org.uk/alp_audit_tool.aspx information, or download a demo visit www.labourproviders.org.uk/ by phone on services/complyer-agency-labour-audit-tool/. 01276 509306 or by email: info@labourproviders.org.uk Enquiries: Phone 01276 509306 or Email: info@labourproviders.org.uk

Low Cost – Fast Turnaround – High Quality – Email Service Our professional document translation service helps organisations communicate more effectively Any language to or from English Fast 3-4 day turnaround Low cost – weekend work no extra charge Documents translated and then proof read by expert mother tongue translators No computer generated translations Translations for contracts, legal documents, inductions, training and more No maximum word-count

ALP Service Partners / ALP Document Translation Service

DOCUMENT TRANSLATION SERVICE

Email info@labourproviders.org.uk or call the ALP on 01276 509306 for a no-obligation quotation

No matter what you want to say, it’s important to understand and be understood. 31

ALP Service Partners / Driver Licence Checking Service

Driver Licence Checking Service ALP has worked with Licence Bureau, the country’s leading provider of secure driver licence checks, to develop this “Driver Licence Checking Service” which will be of benefit if you: ■ Cause or permit to drive a vehicle on company purposes ■ Supply or use agency drivers ■ Employ staff who use their own vehicle for business use ■ Use drivers to transport workers to their place of work

How does it work? This system and service ensures that you’re alerted to invalid licences and entitlement, assisting you with compliance of your work related road safety obligations and the management of drivers, vehicle, fleet, costs and risks. Members of the service will benefit from access to daily online reporting against current DVLA / DVA NI records, which includes information on Licence status; Full or provisional licence, category expiry dates and information codes; Details of disqualifications, offences, convictions and endorsements; Licence and photo card expiry alerts; LGV/PCV entitlement and category expiry alerts.

What are the benefits? ■ Internal checking of licence documents can be time consuming, labour intensive and expensive and don’t always identify revoked, disqualified, provisional and expired licences. ■ Minimise your corporate risk, ensure your business complies with complex legislation, and even reduce your insurance premiums. ■ The “Driver Licence Checking Service” will assist with compliance to GLA Licensing Standards and health and safety legislation which requires you to have a robust procedure and audit trail when it comes to driver licence checks.

What would it cost to check your drivers? To receive a quote visit www.labourproviders.org.uk and search ‘driver licence checking’ 32

◆ Enables applicants to apply for your jobs using SMS, mobile internet, social media and IM channels ◆ Automatically pre-screens and scores applicants using job-specific questionnaires ◆ Exchanges applicant data with external systems

Benefits: Candidates - Engage quickly, know within minutes if they’ve been successful, easily refer to friends Agencies / Organisations - Reach more candidates from within and outside of the UK, shorten the recruitment cycle, significantly reduce administration and cost

ALP Service Partners / Txthire Mobile Recruiting

txthire is a unique, award winning cloud-based software solution for high volume recruitment process automation that:

Particularly suitable for high volume entry level positions in sectors such as food and agriculture, fast food, catering, hospitality, public transport and construction and for graduate and field staff.

This interactive tool won the Gartner 2011 Cool Vendor Award for Graylink and is already bringing significant benefits to clients in South Africa such as MacDonalds, Spar, ABSA Bank and KPMG.

To find out more or to book a demo... contact andy.coe@graylink.biz or call on 07747768625.

ALP Service Partners / Pensions Auto-Enrolment Support Service

Pensions Auto-Enrolment Support Service All employers are being required by legislation to auto-enrol eligible employees in a qualifying pension scheme and pass contributions to a pension provider/trustee. The ALP is working with experienced IFA and Pension Administrators to provide a Pensions AutoEnrolment Support Service to help employers: • Control costs • Save time and provide peace of mind • Create compliant processes and mitigate risks. Would you value expert support to: Develop a Pensions Strategy – Do you want the same scheme for Directors, Permanent Staff and Agency Workers? How will you choose the best pension provider? Prepare for Auto-Enrolment – How will you assess your workers eligibility and choose the best definition of pay? Is your payroll system compatible? Will salary sacrifice work? Implement Auto-Enrolment – What communication plan will best assist workers to make the right decision about whether to opt out. Manage Auto-Enrolment – Every payday you will need to auto-enrol new eligible workers, manage opt outs and make the correct contributions whilst maintaining records compliant with the Pensions Regulator requirements.

If you might welcome a fixed fee support service by experts for all or part of your Pensions Auto-Enrolment Solution, contact the Pensions Auto-Enrolment Support Service for a no-obligation discussion.

For further details contact the ALP on 01276 509306 or info@labourproviders.org.uk. 34

sector specific guidance 35

JOIN THE ALP

WHY JOIN THE ALP? 1

Promote your Business

Specialist Solutions

Specialist Guidance & Support

Savings on Services & Training

Enhance Credibility

Representation

The ALP is the trade body for labour providers in the GLA sectors

If youâ&#x20AC;&#x2122;d like to discuss joining the ALP please call us on 01276 509306 or email info@labourproviders.org.uk

We welcome labour users as Associate Members

Labour User’s Checklist for using Labour Providers

Labour users should ensure that their labour providers are members of the ALP. This section contains the reasonable steps that a Labour User can take to ensure that temporary labour supplied through a labour provider is being treated legally and ethically.

legal corners. Labour users must pay rates that allow the labour provider to meet: a. Actual minimum unavoidable total wage costs required to meet basic legal requirements such as the minimum wage, national insurance, SSP, pension costs and statutory holiday entitlement. b. Business overheads, transport costs, management cost c. Sustainable net margin

STEP 2 - Ensure that the rate paid to labour providers covers legal requirements

Where a labour provider is offering a rate that at first sight does not allow legal requirements to be met with a reasonable allowance for management and profit then it should be asked to verify how it is meeting its legal obligations and confirmation obtained that it is doing so. Some labour providers may claim that they are legally able to avoid national insurance contributions or holiday pay because of the status of their workers (e.g. self-employed or based outside the UK). This is simply not correct.

The rate that labour users pay to labour providers is a matter for negotiation. However, labour users must not offer rates that they know cannot be met without cutting

Specific guidance on rates is detailed in a brief entitled “Minimum Charge Rates” agreed between the ALP and GLA which can be found at www.labourproviders.org.uk.

STEP 1 - Check that the Labour Provider is GLA licensed All labour providers to the agriculture and food industries must possess a valid GLA Licence as verified on the GLA Public Register. The Labour User should register with the GLA Active Check facility to be informed of any changes to the status of the Labour Provider.

Sector Specific Guidance / Labour User’s Checklist for using Labour Providers

ood labour providers deliver a value added, time saving, cost effective solution for your business. The flexibility of temporary staffing allows labour users to react quickly to additional orders or shortfalls, production variations, attendance and seasonal fluctuations.

Labour User’s Checklist for using Labour Providers STEP 3 - Work in Partnership to set and agree Standards

Sector Specific Guidance / Labour User’s Checklist for using Labour Providers

The Labour Provider and Labour User should work together to agree:

a. The “Contractual Terms and Conditions” – This is the legal agreement that governs the terms of supply. The ALP makes a model template contract available to its members. The labour provider is required under GLA Licensing Standard 7.4 to send the client their terms and conditions before an assignment. Labour users should read these and respond accordingly as, unless you specifically

object to or query them, your agreement is considered to be implied. b. The “Service Level Agreement” - This is not a legal agreement but is a procedural document that details the operational processes that will apply in the supply of labour. It outlines the services, processes and standards in relation to the provision of temporary workers by the labour provider to the labour user. The ALP provides a model “Service Level Agreement” to delegates on its “Complying with the GLA Standards” training workshop. For details visit www.labourproviders.org.uk.

Labour User’s Checklist for using Labour Providers STEP 4 - Conduct ongoing Due Diligence Labour users should conduct regular audits, checks and interviews in partnership with their labour provider. Effective auditing will have the benefit of:

Improving the legal, ethical and quality standards of agency labour supply. Reducing the risk of media exposé of agency worker exploitation. Improving partnership between labour user and provider. Enhancing the likelihood of success during client and GLA audits.

To assist in this process the ALP has produced the “Complyer - Agency Labour Compliance Audit Tool”. Based on the GLA Licensing Standards, Marks & Spencer said “The overall response was extremely favourable with all testers stating that they found the tool easy to use and that the tool would be a considerable asset to their business.” For further details and to order please contact the ALP.

Labour providers have carried out checks and kept photocopies of appropriate original ID document e.g. passport or ID cards. 4. Health and Safety The labour user should provide a safe and legally compliant place to work. There must be written agreement between labour providers and labour users on responsibility for health and safety. This should include as a minimum: n

Matters that should be looked at include:

That the Labour Provider has deducted appropriate income tax and NI from pay and has paid employer’s and employees’ NI contributions, PAYE and VAT to HMRC. 2. Workers receive their legal rights n

All workers are paid correctly, at least the minimum wage and issued with correct payslips, allowable deductions are legitimate and reasonable.

Workers and working hours are recorded, can be linked accurately to pay and do not breach working time regulations.

3. Workers are legally entitled to work in the UK

1. Payment of tax and national insurance

All workers are allowed to book and take paid holiday.

Risks to workers and controls in place. Responsibility for designing and delivering induction and on the job training. Record keeping arrangements to verify training undertaken. Arrangements for provision of PPE; first aid and action in event of accident.

Labour users should advise of any skills, qualifications and experience needed for roles and labour providers should check and confirm that workers possess these.

Sector Specific Guidance / Labour User’s Checklist for using Labour Providers

All workers have been issued with written contracts detailing their entitlement to Statutory Sick Pay, pension and paid holiday.

Charge Rate Guidance for Agency Labour Introduction

Sector Specific Guidance / Charge Rate Guidance for Agency Labour

These rates, valid from April 2014, have been prepared by the Association of Labour Providers and are posted on the ALP and GLA websites.

The rate paid by labour users is a key variable that the GLA monitors. Labour users that pay unrealistically low rates are knowingly or recklessly conniving in illegality as these rates can only be achieved either through worker exploitation or tax evasion or both. A number of labour users have suffered reputation damaging publicity when this has been exposed. Labour providers are encouraged to report confidentially to the GLA any labour users that are currently paying rates which indicate that legal responsibilities to workers cannot be met. Members may choose to discuss this information with the ALP beforehand.

Supermarkets and other wholesale purchasers of food have an ethical responsibility to ensure fair and legal rates are paid to labour providers throughout their supply chain. What the figures mean Statutory Charge Factors - This includes the appropriate Minimum Wage, employerâ&#x20AC;&#x2122;s national insurance plus statutory holiday entitlement. N.B. Pension auto-enrolment commenced in October 2012 with staging dates depending on headcount. Initially a minimum of 1 per cent of qualifying earnings must come from the employer which rises over time to 3 per cent in 2018. No account has yet been taken in the Charge Rate Guidance figures for these pension employer contributions. However as a statutory charge factor they should be built in to a charging structure once they become due from the labour provider.

Charge Rate Guidance for Agency Labour The figure for Overhead and Service Charge Costs is indicative only and will vary with each contract depending on the efficiency of a labour provider and the particular circumstances of the client and site to which labour is supplied. For example, contracts where the labour provider is required to provide workwear, where there is volatility of supply, where transport or supervision costs are high, where invoices are factored and so on will all incur a greater overhead cost. The actual rate charged is ultimately a commercial agreement between the labour provider and user. Any agreed rate should take into account the particular costs of supply. However, charge rates lower than those in the rates tables plus a sustainable net margin may indicate illegal activity unless there is a legitimate and demonstrable explanation.

Sector Specific Guidance / Charge Rate Guidance for Agency Labour

Labour Provider Overhead and Service Charge Costs â&#x20AC;&#x201C; Defra analysis conducted in 2003 estimated labour provider overhead costs as 30% on top of the National Minimum Wage. In reaching this figure Defra state that the result is not intended to be a realistic description of the costs of any particular labour provider business (e.g. it makes no attempt to allow for the costs of rent / interest charges on office accommodation, which may vary widely from one business to another). It also states that this figure is likely to understate the actual costs for almost all businesses as well as making no allowance for management costs or profit. Rather this is intended to be an illustration of the minimum unavoidable costs that flow from observing the law on basic employment matters such as the minimum wage, national insurance, employersâ&#x20AC;&#x2122; liability insurance, and maintaining and insuring roadworthy vehicles.

Charge Rate Guidance for Agency Labour

Sector Specific Guidance / Charge Rate Guidance for Agency Labour

NATIONAL MINIMUM WAGE Age 16-17

Age 18-20

Age 21 plus £6.31

1. Minimum wage

£3.72

£5.03

2. Employers’ NI Contributions

£0.00

£0.17

£0.34

3. Annual Holiday Pay (5.6 weeks entitlement)

£0.45

£0.63

£0.80

4. Total Wage Costs

£4.17

£5.82

£7.46

5. Guideline Statutory Sick Pay / Maternity Pay Cost

£0.11

6. Guideline Minimum Labour Provider Overhead & Service Cost

£0.60

7. Hourly Cost of Supply (not including Labour Provider Margin)

£4.88

£6.53

£8.17

WALES AGRICULTURAL Grade 1 Grade 1 Non EMPLOYEES (OVER COMPULSORY Workers Workers Compulsory SCHOOL AGE) < 52 weeks > 52 weeks Overtime 1. Minimum wage

£6.31

£9.32

2. Employers’ NI Contributions

£0.33

£1.29

3. Annual Holiday Pay

£0.90

4. Total Wage Costs

£7.54

5. Guideline Statutory Sick Pay / Maternity Pay Cost

£0.11

£0.28

£10.61

6. Guideline Minimum Labour Provider Overhead & Service Cost

£0.60

7. Hourly Cost of Supply (not including Labour Provider Margin)

£8.25

£8.42

£11.21

SCOTLAND AGRICULTURAL < 26 weeks > 26 weeks < 26 weeks > 26 weeks EMPLOYEES (OTHER THAN Service Service Non Compulsory Non Compulsory OF SCHOOL AGE) * Overtime Overtime 1. Minimum wage

£6.32

£6.99

£9.48

£10.49

2. Employers’ NI Contributions

£0.33

£0.42

£1.31

£1.45

3 Annual Holiday Pay

£0.80

£0.89

3a. Special Holiday Pay

£0.06

4. Total Wage Costs

£7.51

£8.37

5. Guideline Statutory Sick Pay / Maternity Pay Cost

£0.11

6. Guideline Min. LP Overhead & Service Cost

£0.60

7. Hourly Cost of Supply (not including Labour Provider Margin)

£8.22

£9.08

£11.39

£12.53

£10.79

£11.93

* In addition to the above minimum hourly rates workers who have been with the same employer for more than 26 weeks and who hold a relevant qualification are entitled to be paid an additional sum of at least £1.06 per hour. AGRICULTURAL EMPLOYEES < 40 weeks < 40 weeks > 40 weeks (NORTHERN IRELAND – AGE 19+) Service Non Compulsory Service UNTIL MARCH 2015 Overtime

> 52 weeks Service

1. Minimum wage

£6.47

£9.71

£6.77

2. Employers’ NI Contributions

£0.35

£1.34

£0.39

3. Annual Holiday Pay

£0.82

£0.86

£0.90

4. Total Wage Costs

£7.64

£8.03

£8.06

5. Guideline Statutory Sick/Maternity Pay Cost

£0.11

6. Guideline Min. LP Overhead & Service Cost

£0.60

7. Hourly Cost of Supply (not including Labour Provider Margin)

£8.35

£11.65

£8.74

£8.77

£11.05

N.B From October 2014 when the National Minimum Wage becomes higher than the NIAMW this shall increase to £6.50 per hour.

Charge Rate Guidance for Agency Labour Charge items nos 1-4 shown in red cover statutory legal requirements

In reaching this figure of 30% Defra state that the result is not intended to be a realistic description of the costs of any particular labour provider business (e.g. it makes no attempt to allow for the costs of rent/interest charges on office accommodation, which may vary widely from one business to another). It also makes no allowance for any management cost or business profit. Rather this is intended to be an illustration of the minimum unavoidable costs that flow from observing the law on basic employment matters such as the minimum wage, national insurance, employers’ liability insurance, and maintaining and insuring roadworthy vehicles. The Charge Rates tables should be read in conjunction with the Definitions and Explanations detailed below. Definitions and Explanations

N.B. The numbering below refers to the numbered charge elements in the rates tables: 1. The hourly minimum rate represents the National Minimum Wage or the Agricultural Minimum Wage for Grade 1 workers. This rate increases in Scotland after 26 weeks service and in Northern Ireland after 40 weeks service. Workers employed in agriculture have a statutory entitlement to overtime in accordance with the appropriate Agricultural Wages Order.

For temporary agricultural employees on overtime the £153 NIC free amount will generally already have been used so Employer’s NIC has been calculated at the full 13.8%. 3. Holiday Pay (a) Calculations of holiday pay to be charged are based on the hourly rate plus Employers’ NI as when holiday pay is paid to the worker Employers’ NI is paid on this and therefore must be accrued from the charge rate. (b) Non Agricultural Workers - are entitled to 5.6 weeks holiday calculated pro rata as 12.07% of the hourly rate and NI = 5.6 weeks / (52 weeks-5.6 weeks). Agricultural Employees in Wales Workers are entitled under the AWO to a variable amount of “total annual holiday entitlement” depending on how many days per week they have retrospectively worked. Based on a 5 day week workers are entitled to 31 days paid annual holiday from the first day of work equivalent to 13.54% of the relevant hourly rate and NI. This is the figure shown. Agricultural Employees in Scotland - are entitled to 5.6 weeks holiday plus 2 special days per year. A week is equivalent to the number of days that an employee would be expected to work in the course of a regular working week.

Sector Specific Guidance / Charge Rate Guidance for Agency Labour

Labour Provider Overhead Costs – DEFRA analysis has estimated overhead costs as 30% on top of the National Minimum Wage, but state that this figure is likely to understate the actual costs of almost all businesses as well as making no allowance for management costs or profit.

2. From April 2014 employer’s NI must be paid at 13.8% on earnings above £153 per week. The first £153 is NI free. The figure for non-overtime rates is based on 40 hours worked in nonagriculture and 39 hours in agriculture.

Charge Rate Guidance for Agency Labour

Sector Specific Guidance / Charge Rate Guidance for Agency Labour

This is equivalent to 13.04% of the relevant hourly rate and NI. Agricultural Employees in Northern Ireland are entitled under the NIAWO to 5.6 weeks equivalent to 12.07% of the hourly rate and NI. After the completion of 12 months continuous employment with the same employer the annual holiday entitlement increases to 5.8 weeks paid annual holiday equivalent to 12.55% of the relevant hourly rate and NI. (c) How holiday pay should be calculated varies dependent on workers’ contracts and working patterns.

i. Where remuneration for normal working hours does not vary i.e. workers on a fixed wage or salary holiday pay is based on contractual pay i.e. basic hours plus guaranteed overtime. ii. Where a worker’s working hours are not specified by the contract and that worker works irregular hours and is not entitled to overtime pay when employed for more than a fixed number of hours in a week he is deemed not to have “normal working hours”. In such cases holiday pay is calculated by reference to the worker’s average remuneration over the previous 12 weeks (replacing weeks in which no pay was received with previous weeks) for all hours worked including any bonus linked to performance. iii. Where a worker’s working hours are not specified by the contract and that worker works irregular hours, he is deemed to have “normal working hours” if he is entitled to receive overtime pay after a fixed number of hours (such as workers working under the provisions of the Agricultural Wages Order). In such cases holiday pay is based on the average hourly rate excluding non compulsory overtime over the previous 12 weeks (replacing weeks in which no pay was received with previous weeks) but including any bonus linked to performance. 4. This figure shows the actual minimum unavoidable Total Wage Costs to meet minimum legal requirements.

Charge Rate Guidance for Agency Labour 5. Provision for statutory sick pay leave, in line with the Defra estimate, of 2 weeks is assumed at ÂŁ86.70 per week.

Agricultural wages sick pay is payable in Wales after 52 weeks employment. In Scotland agricultural employees continuously employed by the same employer for at least 52 weeks are entitled to sick pay at normal rates for normal hours worked for a period of 13 weeks after which SSP applies. 6. Guideline Minimum Labour Provider Overhead & Service Cost - Indicative figure. 2003 DEFRA analysis has estimated overhead costs as 30% on top of the National Minimum Wage, but state that this figure is likely to understate the actual costs of almost all businesses

In reaching this figure of 30% Defra state that the result is not intended to be a realistic description of the costs of any particular labour provider business (e.g. it makes no attempt to allow for the costs of rent/interest charges on office accommodation, which may vary widely from one business to another). It also makes no allowance for any management cost or business profit. Rather this is intended to be an illustration of the minimum unavoidable costs that flow from observing the law on basic employment matters such as the minimum wage, national insurance, employersâ&#x20AC;&#x2122; liability insurance, and maintaining and insuring roadworthy vehicles. 7. This is the total hourly cost of supply but does not include any margin to cover labour provider profit.

Sector Specific Guidance / Charge Rate Guidance for Agency Labour

This is accrued on normal time only, not on overtime.This figure also covers the 8% of statutory maternity pay that must be met by the labour provider.

as well as making no allowance for management costs or profit.

Ensuring Ethical Labour Standards in the Food Supply Chain

Sector Specific Guidance / Ensuring Ethical Labour Standards in the Food Supply Chain

ensure that legal and ethical requirements are met, risks are controlled and that good practice is implemented. Suppliers may be assisted in this by incorporating the following three step process into their management practices: Transparency in the Supply Chain Guidance - March 2014 Purpose Of This Guidance

This guidance lays out pragmatic and straightforward good practice for UK growers, farmers, food producers and labour providers to ensure that there are safe and legal workplaces at every level of the food supply chain including the smaller agricultural suppliers and contractors.

Step 2 Set and agree standards.

It promotes a partnership approach between the retailers, primary suppliers and their suppliers, service providers and labour providers and other stakeholders such as Regulators and trade bodies to achieve this. Fair and legal treatment of workers is crucial to building sustainable businesses. Labour abuses expose the whole supply chain and food industry to risk of reputation-damaging media publicity, audit non-conformances, regulatory intervention and supply interruption. This document is not exhaustive and is not intended to be used as a substitute for legal advice and consequently all liability for any claim or loss is excluded by the parties. Working With Your Supply Chain To Limit The Risk Of Worker Exploitation

Suppliers should work together in partnership with their supply chain to 46

Step 1 Identify the organisations in your supply chain.

Step 3 Work together in partnership to ensure due diligence.

STEP ONE â&#x20AC;&#x201C; Identify the Organisations in your Supply Chain

Identify the organisations within your supply chain that supply: n n

n n

Fresh produce or livestock for processing Food ingredients or partially processed raw materials Packaging and other core suppliers Labour services e.g. labour provision, poultry catching, cleaning etc

Depending on the size and complexity of your supply chain there may be a number of levels to reach a primary grower, producer, agricultural contractor or labour provider.

Ensuring Ethical Labour Standards in the Food Supply Chain

A summary spreadsheet should be kept of all organisations identified within this initial analysis of your supply chain. This spreadsheet should be used to track risk and record progress against completion of Steps Two and Three of this guidance. You may wish to record such information as:

Company Name

Service Level Agreement Agreed

Address/Contact Details

Preventing Illegal Working processes in place

Key Contacts

Health & Safety processes in place

Product / Nature Workers contract of Service Supplied reviewed Position in Supply Chain

Site Labour Standards Audit Conducted dates

Ethical Trade competence

Improvement Action Plan in place

allow you to focus your efforts on implementing Steps Two and Three below with those suppliers / labour providers who represent the greatest ethical trade risk. STEP TWO – Set and Agree Standards The supplier should take the lead role in establishing standards for the supply and management of labour and services with their supply chain. 1. Establishing requirements and assessing competence – An open discussion should take place with each supplier / labour provider in the supply chain to establish basic requirements and assess the competence of that business to manage its workforce legally and ethically. Basic requirements against which to assess supplier’s competence should include: n

Current compliant Retailer Information Supply Contract Disclosure process GLA Licence required The above information should be used to assess the potential risk of each supplier / labour provider in the supply chain based on the nature of their business and the processes they have in place. This will

Health and safety arrangements (https://www.gov.uk/browse/employingpeople/health-safety) – assessing and controlling risks Employment Law (https://www.gov.uk/ browse/employing-people) – Fair written contracts, minimum wage calculation, pay calculation and payslips, Statutory Sick Pay, correctly calculated paid holiday and appropriate rest periods. Preventing illegal working and establishing the statutory excuse (http://www.ukba.homeoffice. gov.uk/sitecontent/documents/ employersandsponsors/ preventingillegalworking/) The GLA Licensing Standards (http://gla.defra.gov.uk/PageFiles/956/ Licensing%20Standards%20-%20 May%202012.pdf)

Sector Specific Guidance / Ensuring Ethical Labour Standards in the Food Supply Chain

All levels should be identified in your analysis, including any agents used by your labour provider to source labour in the UK or abroad. You should work with your direct suppliers to ensure they are taking the same steps to track and manage ethical trade risks within their own supply base.

The Ethical Trading Initiative Base Code (http://www.ethicaltrade.org/eti-base-code)

Ensuring Ethical Labour Standards in the Food Supply Chain

Sector Specific Guidance / Ensuring Ethical Labour Standards in the Food Supply Chain

The relevant Agricultural Wages Order England & Wales; (https://www.gov.uk/ government/uploads/system/uploads/ attachment_data/file/69593/awo12.pdf) Scotland (http://www.scotland.gov.uk/ Resource/Doc/358074/0120984.pdf); or N. Ireland (http://www.dardni.gov.uk/ index/farming/managing-your-business/ employing-people-on-a-farm/agriculturalwages-board/awb-rates-of-pay-andorders.htm)

Where the supplier has doubts regarding the capacity and competence of their supplier/labour provider in the above matters the supplier must determine an appropriate course of action. This may be to: n

Allow the supplier/labour provider a period of time to obtain the understanding of the requirements and establish the necessary processes and arrangements. Useful sources of information and advice are:

The Agency Workers Regulations (https://www.gov.uk/government/ uploads/system/uploads/attachment_ data/file/32121/11-949-agency-workersregulations-guidance.pdf)

• Ethical Growers Handbook (http://www.ethicalgrowers.org.uk/)

Transport (https://www.gov.uk/browse/ driving/drivers-lorries-buses)

• GOV.UK Employing People (https://www.gov.uk/browse/ employing-people) website

Accommodation arrangements (https://www.gov.uk/browse/housing/ landlords)

• Sedex Suppliers Workbook (http://www.sedexglobal.com/ resources/supplier-workbook/)

• The Association of Labour Providers (http://labourproviders.org.uk/)

Ensuring Ethical Labour Standards in the Food Supply Chain

The supplier may wish to consider sourcing from an alternative supplier / labour provider where significant doubts exist about the ability and willingness of a supplier / labour provider to manage its workforce legally and ethically. 2. Contractual Terms and Conditions Suppliers should ensure that there is a legal agreement in place with all suppliers / labour providers that govern the terms of supply. Such contracts should be drafted to include the legal obligations, where relevant, with regard to Health & Safety responsibilities; Employment Law and Status rights of workers; GLA Licensing; Agency Workers Regulations and Preventing Illegal Employment. GLA Licence holders are required to send their clients terms and conditions before an assignment. The ALP makes model template contracts available to its members. 3. Service Level Agreement (SLA) Suppliers should ensure that there is an SLA in place with all suppliers / labour providers. The SLA is a procedural document that details the operational processes that will apply between the two parties. It will normally be incumbent upon the supplier to establish a comprehensive SLA in discussion with their supply chain. The GLA Good Practice Guide for Labour Users (http://gla.defra. gov.uk/PageFiles/1023/Labour%20 users%20best%20practice%20guide.

pdf) recommends as a high priority that suppliers have an SLA in place with labour providers. The ALP also makes a template SLA available to members. 4. Health and Safety - The SLA or another specific document should detail the arrangements to ensure the health and safety of workers and contain as a minimum that: Responsibility for the health and safety of workers whilst on the supplier site is clearly allocated. Typically this tends to rest with the host employer, as workers are under their control and instruction. n Risk assessments and controls are in place with regard to workers and contractors to ensure a safe place and systems of work. n Responsibility for delivery of and content of health and safety training for workers and contractors has been set out and this reflects what actually happens in practice. n Provision is made for workers whose first language is not English to ensure they understand training and instructions. n There are arrangements for ensuring the on-going health and safety of workers. n

For all organisations in your supply chain identified in Step 1, for work done in the UK, you should identify whether a Gangmasters Licensing Authority http:// gla.defra.gov.uk/ licence is required and if so, check that one is held. Organisations require a GLA licence if they: n

Supply labour to work in agriculture, horticulture, shellfish gathering, food and drink processing and packaging.

Sector Specific Guidance / Ensuring Ethical Labour Standards in the Food Supply Chain

Work together with the supplier / labour provider to grow capacity or competence through formal or informal training. Where there is sufficient demand for a particular type of capacity building the Retailers will seek to assist in coordinating the organisation of such training.

Use workers to gather shellfish or provide a service in the licensed sectors N.B. this includes the provision of an agricultural labour service. 49

Sector Specific Guidance / Ensuring Ethical Labour Standards in the Food Supply Chain

Ensuring Ethical Labour Standards in the Food Supply Chain

The Gangmasters Licensing (Exclusions) Regulations 2013 (http://www.legislation. gov.uk/uksi/2013/2216/made) set out a range of circumstances where a licence is not required. To check whether a current GLA licence is held you should visit the GLA public register (http://laws.gla.gov.uk/Default.asp x?Menu=Menu&Module=PublicRegister) to confirm that a valid licence is held. Using the services of an unlicensed gangmaster is a criminal offence. Suppliers should register with the GLA Active Check facility (http://gla.defra.gov.uk/Information-ForLabour-Users/Active-Check-Service/) and implement an active check on GLA licence holders within their supply chain in order to

be informed of any changes to the status of the labour / agricultural service provider. Conducting an active check and following the guidance in the Defra â&#x20AC;&#x2DC;Reasonable Stepsâ&#x20AC;&#x2122; booklet (http://gla.defra.gov.uk/ PageFiles/1003/Defra%20reasonable%20 steps%20guidance.pdf) will give you greater protection. Please contact the Gangmasters Licensing Authority (GLA) for information on licensing on 0845 6025020 or at licensing@gla.gsi.gov.uk. Suppliers may wish to contact the Association of Labour Providers (ALP) on 01276 509306 for a confidential discussion on any matter to do with gangmasters licensing.

Ensuring Ethical Labour Standards in the Food Supply Chain

Some labour providers may claim that they are legally able to avoid national insurance or holiday pay because of the status of their workers e.g. self-employed or based offshore. This should be viewed with caution and potentially as a means to illegally undercut legitimate businesses. Current Charge Rate Guidance for UK labour providers may be found on the GLA website (http://gla.defra.gov.uk/PageFiles/961/ Guidance%20on%20Indicative%20 Minimum%20Charge%20Rates%20 between%20Labour%20Providers%20 and%20Labour%20Users%20-%201%20 October%202012.pdf). Where a rate lower than in the guidance is being paid the supplier must verify with the labour / service provider how it is meeting its legal obligations and obtain written confirmation that it is doing so. STEP THREE - Work Together in Partnership to Ensure Due Diligence The supplier should implement appropriate management processes with each of its suppliers / labour providers to monitor that the standards agreed in Step Two are being complied with and establish action plans to improve performance. 1. Due Diligence Audits - Suppliers should ensure that regular audits are conducted throughout their supply chain.

Some retailers recommend that these should be at least 6 monthly. A continuous improvement approach is recommended to promote joint ownership of corrective action plans and raising of standards. The GLA Good Practice Guide for Labour Users (http://gla.defra.gov.uk/ PageFiles/1023/Labour%20users%20 best%20practice%20guide.pdf) contains at Annex A â&#x20AC;&#x153;What to check during audit of a labour providerâ&#x20AC;?. Suppliers may choose to use an agency labour auditing software tool to facilitate the auditing of labour providers. Suppliers should ensure that they have a policy on sharing information with the GLA in accordance with the Supplier / Retailer Protocol. Suppliers should discuss and agree with the GLA what this entails and communicate the approach to be taken with each of its suppliers/labour providers. Audits may be initially only with the supplier management representative but should develop to include worker interviews. In such cases the guidance available within Sedex Members Ethical Trade Audit (SMETA) Best Practice Guidance (http:// www.sedex.org.uk/sedex/_website/ pdf/smeta_best_practice_guidance.pdf) should be followed to protect the identity of workers who divulge information during interview. Matters that should be looked at during due diligence audits of suppliers and labour providers include: a. That workers receive their legal rights n

All workers are paid correctly, at least the minimum wage and, where relevant, in line with the Agency Workers Regulations 2010; are issued with correct payslips and allowable deductions are legitimate and reasonable.

Sector Specific Guidance / Ensuring Ethical Labour Standards in the Food Supply Chain

5. Charge Rates and Employment Status - The rate that suppliers pay to labour providers is a matter for commercial negotiation but suppliers must pay rates that allow labour providers to meet actual minimum total wage costs including holiday pay, sick pay and national insurance contributions, business overheads and a sustainable net margin. Unrealistically low rates offered or agreed with suppliers can only be achieved through worker exploitation, tax evasion or both.

Ensuring Ethical Labour Standards in the Food Supply Chain

Sector Specific Guidance / Ensuring Ethical Labour Standards in the Food Supply Chain

Workers and working hours are recorded, can be linked accurately to pay and do not breach working time regulations or the ETI Base Code.

The rules on ensuring checking entitlement to work can be found in the UKBA booklet Full Guide for Employers on Preventing Illegal Working in the UK http://www. ukba.homeoffice.gov.uk/sitecontent/ documents/employersandsponsors/ preventingillegalworking/) useful guidance is contained on the Ethical Growers Handbook website (http://www. ethicalgrowers.org.uk/right-to-work/ issues-10.html) and Preventing Illegal Working training (http://labourproviders. org.uk/wp-content/uploads/2012/11/ALPPreventing-Illegal-Working-hi-res.pdf) is also available. c. That appropriate Health and Safety systems are in place. Due diligence audits with suppliers/labour providers should examine: n

All workers are allowed to book and take statutory paid holiday.

b. That workers are legally entitled to work – Suppliers/labour providers have robust processes in place to prevent illegal working and have carried out checks and kept photocopies of appropriate original ID documents.

All workers have been issued with legally compliant written contracts detailing their entitlement to Statutory Sick Pay and paid holiday.

That a current agreement exists on arrangements for managing health and safety of workers. That risks to workers have been assessed and adequate controls are in place

Arrangements are in place for provision of free PPE; first aid and action in event of accident Workers have received both general induction and job specific health and safety training before they start work and training records demonstrate that workers have been trained. Workers can accurately tell you what the risks of their work are and what to do if there is a fire or if someone has an accident. That workers ages are checked and recorded and comply with appropriate age verification processes in place for the protection of young workers That arrangements for the day to day management control of workers are in place That systems are in place to review and improve the management of health and safety at work of workers.

d. Financial Due Diligence - That the supplier/ labour provider has deducted appropriate income tax and NI from workers’ pay and has paid employer’s and employees’ NI contributions, PAYE and VAT to HMRC. Further advice is available on this in the booklet HM Revenue & Customs – Use of Labour Providers – Advice on Due Diligence 2. Supplier / Retailer Information Disclosure – Suppliers should establish with their retailer customers how information is to be disclosed with that customer regarding ethical issues in their supply chain. Suppliers must ensure they have a means of monitoring and reporting on the compliance of their supply base with ethical trade requirements, for example through use of the Sedex database (http://www.sedexglobal.com/join-sedex/ membership-options/).

Ensuring Ethical Labour Standards in the Food Supply Chain

The website www.stronger2gether.org provides free to download resources for employers, labour providers, trade unions and workers including multi-language workplace posters and worker leaflets; template checklists and policies; alert flags and good practice to deter and identify hidden exploitation and guidance to protect and support potential victims. Also free to view and to download is a powerful anti-trafficking video, “Daniel and Weronika’s Story” for use in induction and training programmes. These materials are supported by interactive workshops being run regionally across the UK. The supplier should discuss, agree and monitor what processes will be put in place with each of its suppliers/labour providers to uncover hidden worker maltreatment. 4. Review Meetings - Formal review meetings should be held regularly between supplier and suppliers/ labour providers to discuss. a. Health & safety arrangements and performance against KPIs

These meetings should be documented and used to monitor progress against corrective and improvement plans. Taking Action Suppliers should be able to present to their customers the progress that they have made against the three step process:

Step 1 Identify the organisations in your supply chain What do the organisations in your supply chain look like and where are the greatest risks?

Step 2 Set and agree standards What commitments have you made to ethical trade and human rights? What is your due diligence process? What remedial steps do you and your suppliers have in place?

Step 3 Work together in partnership to ensure due diligence. What actions are you taking to avoid and address risks? How do you track and communicate progress?

b. Contractual terms and SLAs c. Sedex self-assessment questionnaire actions (if relevant) d. Due diligence audit corrective action plan e. Gangmaster licensing issues (where relevant) f. Worker maltreatment flags and monitors

Suppliers should form and be able to present to their customers a timetabled Action Plan indicate how they are ensuring that legal and ethical requirements are complied with, risks are controlled and that good practice is implemented throughout, and in partnership with, their whole supply chain.

Sector Specific Guidance / Ensuring Ethical Labour Standards in the Food Supply Chain

3. Tackling Hidden Worker Exploitation – Serious cases of hidden worker maltreatment may involve one exploitative individual operating alone or organised criminal activity. Payment required for work or services may be linked to debt bondage, threats of, and actual, violence.

Agency Workers Regulations 2010 - A Guide

his guide has been produced for use by ALP members as a plain-

Sector Specific Guidance / Agency Workers Regulations 2010 - A Guide

English introduction to the Agency Workers Regulations 2010 (AWR), which came into force on 1 October 2011. The main aim of the legislation is to provide the same entitlement in terms of certain basic working and employment conditions for agency workers as directly employed workers after a qualifying period of 12 weeks. The Regulations can be downloaded from www.legislation.gov.uk/uksi/2010/93/ contents/made. The Department for Business, Innovation and Skills (BIS) Guidance can be downloaded from www.bis.gov.uk/policies/ employment-matters/strategies/awd. Scope of Regulations Definition of an Agency Worker

An “agency worker” (AW) is defined as an individual who is supplied by a “temporary work agency” to work temporarily under the supervision and direction of a “hirer”, and has any contract (whether a contract of employment or for services) to perform work and services personally.

This does not include supply situations where individuals are provided in a “managed service arrangement”, where they are supervised and directed on a day to day basis, on site by the supplier’s own staff. It also does not include individuals who are genuinely self-employed and in business on their own account.

Definition of a Temporary Work Agency The definition of a “temporary work agency” (TWA) within the Regulations is a person that supplies individuals to work temporarily for and under the supervision and direction of a “hirer”, or pays for, or receives or forwards payments for the services of such individuals. The temporary work agency does not have to be a company, or in business for profit, and may be carrying on such activity in conjunction with others. This definition widens the scope beyond just employment businesses, and includes intermediaries, such as umbrella companies, and neutral and master vendor arrangements. A payroll bureau providing a pure payroll service to individuals will not be caught within this definition. The definition of TWA includes all intermediaries within a supply chain. For example: the agency worker is supplied to the labour provider by an umbrella company, and the labour user has a master vendor arrangement through which all placements are channelled - the umbrella company, the labour provider and the master vendor would all be TWAs.

Definition of a Hirer “Hirer” means an organisation to which individuals are supplied to work temporarily for and under the supervision and direction of that organisation. Where a hirer is part of a group of companies, and each group company (or subsidiary) has its own legal identity, each group company will be considered a new hirer.

Agency Workers Regulations 2010 - A Guide Genuinely Self-Employed Individuals

Day One Rights

The AWR excludes individuals from the definition of agency worker who are genuinely self-employed and in business on their own account.

From Day One

The BIS guidance includes a link to a Directgov site, which lists the main attributes of the supply model of workers who are self-employed, however it will be up to an employment tribunal, in the event of a claim, to decide upon an individualâ&#x20AC;&#x2122;s employment status. Falsely classifying workers as self-employed will present a number of risks to labour providers and users, both financial and to reputation Transferring workers to their own limited companies in an effort to avoid equal treatment would be a considerable risk. An individual will not be considered outside of scope just by virtue of working through a limited company. Also, an individual could claim to a tribunal later on that they were coerced into changing the supply arrangement, and that they arenâ&#x20AC;&#x2122;t actually selfemployed, and apply for equal treatment.

Collective facilities and amenities which includes canteens, child care, transport facilities. Information about any relevant, vacant posts within the hirerâ&#x20AC;&#x2122;s organisation.

As these day one rights are totally in the control of the hirer, responsibility for ensuring equal access lies solely with the hirer. This also means that this is the one area of liability within the Regulations that is clear-cut. The hirer will be solely liable for any unjustifiable breach of equal treatment for day one rights. Equal access does not mean that the agency worker should be given preferential treatment, but should be treated the same as a comparable directly employed worker of the hirer. These are rights to equal access. Although it would be considered good practice for a labour provider to make an agency worker aware of any collective facilities or amenities, they have no legal obligation to do so.

Sector Specific Guidance / Agency Workers Regulations 2010 - A Guide

There are a number of key factors to be taken into account in determining whether a working individual is truly self-employed such as mutuality of obligation, right to substitution, degree of control, number of clients, being in business on their own account and financial risk and reward. This is looked at in the whole.

From day one of their assignment an agency worker has the right to equal access to the following:

For instance, if there is a waiting list for a child care facility, then the agency worker must be allowed to put their name down on the waiting list.

Agency Workers Regulations 2010 - A Guide

Sector Specific Guidance / Agency Workers Regulations 2010 - A Guide

Also, there is no obligation upon the hirer to pursue an agency worker’s application for a permanent role. The hirer’s only obligation is to make the information available. Less favourable treatment (in other words not providing any of these day one rights) of agency workers can be justified by a hirer on objective grounds. “Objective grounds” has not been defined, but it is likely that cost alone will not be considered as justifying less favourable treatment. Organisational and practical issues may be taken into consideration. For example: it would not be practical to offer child care facilities to agency workers who work on a night shift. Applicable Regulations: 12 & 13 Qualifying Period for Equal Treatment 12 Week Qualifying Period (QP) An agency worker will only have the right to equal treatment (apart from their day one rights) after they have completed a 12 week qualifying period. This qualifying period requires an agency worker to work for 12 continuous calendar weeks in the same or substantively similar role for the same hirer. A substantively similar role is one where the main work or duties are the same. Moving an AW to a different department or team, but undertaking the same work, will not be considered a new role for the purposes of the qualifying period. Any period worked during a week will be counted as a calendar week. For instance, if an agency worker works one day a week on an assignment, they will still complete their qualifying period (subject to the other conditions) after 12 calendar weeks. 56

The qualifying period relates to the role the agency worker undertakes for a hirer; it is not specific to the temporary work agency. For example, if an agency worker undertakes the same or similar role for the same hirer over 12 continuous weeks, but through two different temporary work agencies, those 12 weeks will count towards that agency worker’s qualifying period, and the next week worked by the agency worker (in the same role at that hirer), through any temporary work agency will qualify for equal treatment. For an AW to be considered as working in a new role, the TWA must have informed the AW in writing of the type of work required in the new role. Where the agency worker undertakes a new assignment in a new role at the same hirer the qualifying period will start again from week 1. Applicable Regulations; 7 Where a Break Between Assignments Ends the QP Where there is a break of more than six calendar weeks between an agency worker’s assignments at the same hirer, in the same role, the qualifying period will start again.

Remember, the AW could be working through other TWAs in the same role/hirer. You will need to find the most efficient way of collating information on an AW’s work pattern within each hirer. The AW has no obligation to provide the TWA with this information, but it’s likely that a tribunal would take into consideration any refusal by an AW to respond to a reasonable request for information.

Agency Workers Regulations 2010 - A Guide Breaks that “Pause” the QP

A break of no more than six calendar weeks.

Absence due to sickness or injury.

Annual leave.

Jury service.

n n

Shutdowns - pre-determined factory shutdowns/school holidays. Industrial action. Time off for other contractual or statutory leave, such as parental leave, emergency dependency leave, unpaid holidays (if contractual).

Breaks During which the QP Continues to Accrue Where there is a break between assignments or during an assignment when the agency worker is not working and the absence is either: n

related to pregnancy, childbirth, or maternity (during the period from the start of a pregnancy to 26 weeks after childbirth, or when the agency worker returns to work); or

the qualifying period will continue during the absence for the original intended duration, or likely duration, of the assignment. The Regulations do not prohibit a temporary work agency from providing agency workers on 12 week assignments and then replacing the agency workers with new agency workers. However, please be aware that there are specific anti-avoidance measures in Regulation 9. The agency worker will be treated as having completed the qualifying period where the most likely explanation for the structure of an assignment (or series of assignments) is to prevent the agency worker from completing the qualifying period. This applies only where the agency worker would have otherwise completed the qualifying period. Hirers can request a new AW for an assignment every 12 weeks. However, this does not mean that you can rotate an individual, or pool of AWs between a number of hirers - please read the antiavoidance measures explained here. For example: An agency worker undertakes three 11 week assignments with two six week gaps in between. In the event of a claim an employment tribunal may well consider that the assignments were structured deliberately to stop the agency worker from completing the qualifying period.

Applicable Regulations; 7 & 9

Sector Specific Guidance / Agency Workers Regulations 2010 - A Guide

There are circumstances in which the qualifying period may be paused and restarted when the agency worker returns to the same role/hirer. In this situation, any continuous weeks worked by an agency worker before the break shall be carried forward and treated as continuous with any weeks the agency worker works after the break. These circumstances include:

due to statutory or contractual leave to which the agency worker is entitled for maternity, adoption, or paternity leave

Agency Workers Regulations 2010 - A Guide Equal Treatment Entitlements

Sector Specific Guidance / Agency Workers Regulations 2010 - A Guide

Rights Applicable from Week 13

Once the agency worker has completed the 12 week qualifying period they shall be entitled to the equal treatment rights explained below. This entitlement shall continue until such time as they are no longer working in the same role for the same hirer, or there is a break between or during an assignment of more than six weeks, which is not due to one of the reasons stated in “Breaks Between Assignments”, above, as having the effect of pausing or continuing the qualifying period.

What are “Basic Working & Employment Conditions”? These conditions are defined as the terms and conditions that are ordinarily included in contracts of a comparable employee of the hirer whether contained within: n

an identifiable pay scale or structure;

a collective agreement is in place;

contracts of employment or engagement;

The qualifying period can start only from 1st October, 2011. Any weeks on assignment undertaken by an AW before 1st October 2011, will not count towards the qualifying period.

a company handbook, or other similar document; or by custom and practice.

You will have complied with your obligations to provide equal treatment if the AW is working under the same relevant terms and conditions as a comparable employee.

Agency Workers Regulations 2010 - A Guide This will include any variations in those relevant terms made at any time after the qualifying period has commenced. Relevant Terms and Conditions

pay;

the duration of working time;

night work;

rest periods;

rest breaks; and

annual leave (above the statutory entitlement).

Please see definitions of these terms in the following paragraphs. Equal Treatment For “Pay” “Pay” Includes “Pay” Excludes

Basic Salary

Overtime

Shift Allowance

The definition of pay does not include all payments that a hirer would make to its permanent staff.

Bonuses or commission payments, which are directly attributable to the quantity or quality of work done by the agency worker.

The following is a list of the payments specifically excluded by the Regulations and to which equal treatment need not be provided:

Vouchers or stamps of a fixed monetary value, which are capable of being exchanged for money, goods, or services.

n n

Please note that any eligibility criteria that would apply to a comparable worker will also apply to the AW. The requirement is for equal treatment, not preferential treatment.

Occupational sick pay (entitlements to statutory sick pay are not affected). Occupational pensions.

Sector Specific Guidance / Agency Workers Regulations 2010 - A Guide

After the 12 week qualifying period, an agency worker will have the right to equal treatment in terms of:

Occupational maternity, paternity, or adoption pay. Redundancy pay (statutory and contractual). Payments or rewards linked to a financial participation scheme.

Agency Workers Regulations 2010 - A Guide n n

Sector Specific Guidance / Agency Workers Regulations 2010 - A Guide

Compensation for loss of office. Expenses payments, such as travel expenses. Bonuses, incentive payments or rewards, which are not directly attributable to the quantity or quality of the work undertaken by the agency worker. Payments for time off for Trade Union duties.

Notice pay (statutory and contractual).

Guarantee payments if laid-off.

Payments by way of an advance or loan, e.g. season ticket loan. Any other non-contractual/discretionary payment, the payment of which has not become custom and practice.

Payments not linked to work undertaken by the AW will not be included. For example payments made to encourage loyalty, or reward long-term service, would not be included. However, a team bonus, for early completion of a project for instance, where the AW worked as part of that team, would be included within the definition of Pay. Making a Comparison for “Pay” When identifying comparable pay, it is essential that all elements of the financial package are analysed, including any relevant payments discussed above, to ensure that all payments that fall within the definition of pay are included in the comparison with an agency worker’s pay to ensure equal treatment. It is essential to all parties’ compliance with the Regulations that the Labour Provider fully understands the structure of pay and bonuses within the Labour User’s organisation. This will require a true partnership approach, to aid the flow of information. Performance Related Pay Awards Where performance-related bonuses are awarded based on a performance appraisal system, it will not be necessary to integrate the agency worker into the hirer’s permanent staff appraisal process.

Agency Workers Regulations 2010 - A Guide

Applicable Regulations; 6, 12, & 13

Definition of Rest Periods & Rest Breaks A rest period is any period which is not working time, other than a rest break or contractual or statutory leave. For example, the period between an individual completing one shift and starting the next. Rest breaks are the breaks that an individual is entitled to take during their working day. Annual Leave

Equal Treatment for other Terms & Conditions The agency worker will be entitled to equal treatment with regard to the following terms and conditions after they have completed the 12 week qualifying period. Definition of the Duration of Working Time Working time means any period during which an individual is: n n

working for the hirer; at the disposal of the hirer and undertaking their duties; receiving relevant training; or

any period which is to be treated as working time for the purposes of the Working Time Regulations 1998 under a working time agreement. Definition of Night Work Night work means work undertaken under the following circumstances: n

the duration of the working time must be at least 7 hours; and include the period between midnight and 5am, which is determined by a working time agreement; or

All workers are currently entitled to 5.6 weeks paid holiday per year, which can include the bank and public holidays. If a hirer gives a comparable employee more than the statutory entitlement, then the agency worker will also have the right to receive the extra annual leave, above the statutory level. However, where the agency worker chooses not to take the time off, payment for the proportion of holiday pay above the statutory minimum may be rolled up into the agency workerâ&#x20AC;&#x2122;s pay. If a comparable employee has the right, whether conferred within a company handbook, or similar, or by custom and practice, to carry over annual leave into the following leave year, the agency worker must be treated equally. Any extra annual leave entitlement, above the statutory, must not automatically be rolled into pay without the agreement of the AW. We would suggest that you always get the AWâ&#x20AC;&#x2122;s agreement in writing.

Sector Specific Guidance / Agency Workers Regulations 2010 - A Guide

However, the hirer and the temporary work agency will need to utilise an existing, or put in place a new, process to appraise the performance of agency workers, to enable them to make informed decisions on the appropriate performance-related bonuses to be paid.

in default of such a determination, the period between 11pm and 6am.

Agency Workers Regulations 2010 - A Guide level of qualification and skills). If no comparable employee can be found at the same workplace, then the hirer should extend the comparison to its other establishments, if applicable.

Sector Specific Guidance / Agency Workers Regulations 2010 - A Guide

Making A Comparison for Equal Treatment After the qualifying period an agency worker is entitled to the same relevant working and employment conditions as if they had been recruited directly by the hirer. This is known as the “as if” test. A hirer must apply this test to all agency workers who are entitled to equal treatment.

The terms and conditions, which apply, shall be those that are ordinarily included in the contracts of employment of comparable employees, either included in employees’ contracts as a matter of course, those which have become custom and practice, or formally set out in other documents, such as:

The “as if” test is what a Labour User should focus on to ensure that they are providing equal treatment to qualifying AWs. The hirer needs to ask what basic terms and conditions (see “Relevant Terms & Conditions” above) the agency worker would have been given, had they been employed or engaged directly by the hirer to undertake the same role, and make these available to the agency worker once they qualify (see Qualifying Period for Equal Treatment).

a pay scale or pay structure;

a relevant collective agreement; or

a company handbook, or similar.

Only basic terms and conditions ordinarily given to comparable employees shall apply. Please see the list of relevant terms. If the hirer can show that they have never engaged a worker in a particular role before, and there is no identifiable comparable employee (at any site), and no basic terms and conditions that apply in that work place - that the role is unique - then there is no obligation to provide equal treatment.

To be deemed to be compliant, and defend their decision as to what the relevant comparable terms and conditions are that apply to an agency worker, the hirer may identify a comparable employee doing the same or broadly similar work (taking into account, where relevant, whether they have a similar

Applicable Regulations; 5

How to apply the relevant terms & conditions Apply “as if” test to agency worker.

Identify if there is a comparable employee at same workplace, (with regard to differences in qualifications and skills).

If no comparable employee at that workplace, extend to other workplace.

Identify Relevant Terms & Conditions

Apply to Agency Worker

If comparable employee cannot be identified, apply the terms and conditions that generally apply to new hires in that workplace.

Unique Role: n no worker engaged in role before; n no comparable employee; n no general terms apply in workplace. No obligation to provide equal treatment.

Agency Workers Regulations 2010 - A Guide New Pregnancy and Maternity Rights The AWR includes changes to The Employment Rights Act 1996, concerning pregnant workers and new mothers.

We would urge caution when dealing with this. Until such time as a labour provider/user’s reliance on the qualifying period has been reviewed by an employment tribunal or court, and case law exists, we would suggest that you take specialist legal advice as and when an issue arises. Right to Time Off for Ante-natal Care A pregnant agency worker will have the right to take paid time off for ante-natal appointments (not including the first appointment of the pregnancy) during their working hours.

The entitlement to paid time off is not on top of any contractual liability to remunerate. In other words, if she works 8 hours in a day, and has 2 hours off for an ante-natal appointment, then the total payment to her on that day would be 8 hours. Right to be Offered Alternative Work When an agency worker notifies the temporary work agency that they are pregnant, have recently given birth, or are breastfeeding, the temporary work agency must inform the hirer of this fact. The hirer has an obligation to undertake a health and safety risk assessment for that assignment. Where a risk exists, the hirer should make reasonable adjustments to the role to eliminate such risk.

Ante-natal appointments may include medical examinations, and relaxation and parent-craft classes.

Where an adjustment is not possible, the temporary work agency must offer the agency worker any suitable alternative work available.

If requested by either the hirer or the temporary work agency, the agency worker shall provide evidence of her pregnancy and of any appointments for which she requires time off.

Alternative work offered must be suitable in relation to the AW and appropriate in the circumstances, and must be under terms & conditions no less favourable than those that applied to her previous assignment.

The agency worker should be paid at the appropriate hourly rate for any such period of absence. The hourly rate shall be calculated by dividing one week’s pay by the number of normal working hours in a week that the agency worker is contracted to undertake for

Sector Specific Guidance / Agency Workers Regulations 2010 - A Guide

The following entitlements will only apply once the agency worker has completed the qualifying period. However, the temporary work agency/hirer must ensure they fulfil any duties regarding the rights of workers under any other legislation.

and on behalf of the Labour User. Where an agency worker’s hours of work differ from week to week, the hourly rate shall be calculated by taking an average over the last 12 weeks (ending with the last complete week before the absence) of the agency worker’s normal working hours, and dividing that by one week’s pay.

Right to be Paid Where her assignment is ended due to the assignment not being suitable (due to risks related to her pregnancy), the agency

Agency Workers Regulations 2010 - A Guide

Sector Specific Guidance / Agency Workers Regulations 2010 - A Guide

worker will have the right to be paid by the temporary work agency for the intended duration, or likely duration (whichever is the longer), of the assignment. There is no obligation upon the labour provider to pay the AW beyond the original intended duration of the assignment. The temporary work agency will not have to pay the agency worker where the temporary work agency has offered the agency worker suitable, alternative work, which the agency worker unreasonably refused.

Applicable Regulations: Schedule 2 Consequential Amendments

Pay Between Assignments Models (Swedish Derogation) Where an agency worker is employed under a permanent contract of employment by a temporary work agency, where the following obligations are met, the agency worker will no longer have the right to equal pay (as defined in “Equal Treatment Entitlements” above). This derogation only relates to pay; an agency worker’s entitlement to equal treatment in other areas will remain unaffected.

The AW will still be entitled to the Day One rights, and to equal treatment for: n

duration of working time;

night work;

rest periods;

rest breaks; and

annual leave.

This is known as the “pay between assignments” model, and to qualify, the employment contract must be entered into before the first assignment under that contract, and such contract must include the following: n

n n

the minimum scale, rate, or method for calculating remuneration; the location(s) at which they will be expected to work; hours of work for any assignment; maximum hours of work each week during any assignment; minimum hours of work per week that will be offered during an assignment (minimum of one hour each week);

Agency Workers Regulations 2010 - A Guide n

nature of work, including requirements of qualifications or experience; and confirmation that entering into the contract means they will not have the right to equal treatment in relation to pay for the duration of that contract;

A contract for a minimum of 1 hour per week, where the AW has worked an average of 40 hours per week over a period, may well mean that the contract is varied by custom and practice. The temporary work agency must also, during any period under the contract that the agency worker isn’t working, but is available to work (“between assignments”): n

take reasonable steps to seek suitable work for them; propose the agency worker to the hirer offering such work; and pay the agency worker a minimum amount of remuneration during that period.

The temporary work agency must not terminate the agency worker’s contract of employment until it has taken reasonable steps to find suitable work for an agency worker, and paid him for that time whilst between assignments for an aggregate of not less than four calendar weeks during the life of the contract.

Changing the Structure of Supply The law does not prohibit a temporary work agency from offering an agency worker a 12 week temporary contract, and then offering them a permanent contract of employment from week 13, or from moving agency workers into permanent contracts during an assignment. It is likely that contracts not written in the spirit of the law, which are designed specifically to reduce the Labour Provider’s & User’s financial exposure, may be challenged fairly quickly. However, the agency worker must enter into any contract freely and without coercion. There is always the risk of an agency worker going to an Employment Tribunal later on, and claiming that they weren’t in fact employed, or that they were forced to sign an employment contract, otherwise the work would not have been available to them.

Sector Specific Guidance / Agency Workers Regulations 2010 - A Guide

We would urge labour providers to be cautious if intending to provide AWs with employment contracts for the minimum number of hours per week, unless this is a genuine reflection of the work availability.

If using this model labour providers/ users should build the four weeks pay between assignment into the cost of the assignment, as this will always be payable, except in certain circumstances of misconduct or unsuitability dependent upon the contract in place.

Agency Workers Regulations 2010 - A Guide How to Calculate Pay Between Assignments

Sector Specific Guidance / Agency Workers Regulations 2010 - A Guide

The minimum amount to be paid to an agency worker between assignments must not be below the National Minimum Wage provisions for that period of time.

The amount paid to an agency worker between assignments must not be lower than 50% of the highest level of basic pay paid to them in the 12 weeks immediately preceding the end of their previous assignment (or during the assignment, where it was shorter than 12 weeks). For the calculation of pay between assignments, only basic pay should be taken into account, or where applicable payments for actual time worked, or output.

Example of Pay Between Assignments An agency worker has a contract to work at least 7 hours per week, and is paid weekly at the rate of ÂŁ6 per hour. They complete an assignment where they work 40 standard hours each week (not overtime). After the assignment they are available to work, but the temporary work agency cannot find them any work for two weeks. During that two week period when no work is available, but the agency worker is available to work, the temporary work agency must pay the agency worker at the rate of National Minimum Wage per hour for 40 hours per week. If the worker was receiving an hourly rate of ÂŁ10 per hour, then they would be paid at NMW for that two week period between assignments.

Applicable Regulations: 10 & 11

Agency Workers Regulations 2010 - A Guide An Agency Workerâ&#x20AC;&#x2122;s Right to Receive Information

The temporary work agency must respond to this request within 28 days, providing a written statement to the agency worker setting out all relevant information regarding the basic working conditions, and the factors it took into consideration when determining these. An agency worker only has the right to request information regarding basic working and employment conditions whilst they are actually entitled to them. Where the determination is reliant upon a comparable employee, the temporary work agency must explain the basis of the comparison and the relevant terms and conditions that apply to that comparable employee. There is no obligation to name a comparable employee at this stage. If the temporary work agency does not respond within 30 days of the request, the agency work may make a written request direct to the hirer. The hirer must respond to the agency worker with a written statement within 28 days. Where the agency worker considers its Day One entitlements have been infringed, they can make a written request directly to the hirer for information. Again, the hirer has 28 days to respond. If an Employment Tribunal finds that a temporary work agency or a hirer has

Applicable Regulations: 14 & 16 Potential Liability Day One Rights With regard to the provision of the rights, which all agency workers are entitled to from the first day of their assignment, the liability for failing to provide access to these rights (a breach of Regulations 12 or 13) shall fall upon the hirer. Equal Treatment Rights Both the temporary work agency and the hirer shall be liable for a breach of Regulation 5, an agency workerâ&#x20AC;&#x2122;s rights in relation to basic working and employment conditions, to the extent that they are responsible for that breach. Where there is more than one temporary work agency involved, all the temporary work agencies in the supply chain will be held liable to the extent that they are responsible. The question of liability will be decided by the Employment Tribunal, and shall be dependent upon the efforts undertaken by each party to ensure that the agency worker received equal treatment.

Sector Specific Guidance / Agency Workers Regulations 2010 - A Guide

An agency worker has a right to request (in writing) information from the temporary work agency relating to their entitlement to equal treatment for basic working and employment conditions, where they feel that this right may have been infringed.

deliberately, and unreasonably failed to provide information requested or has provided an evasive or equivocal statement, then the Tribunal may draw the inference that the party concerned has infringed the right in question.

A temporary work agency may have a defence where it can show that: n

it obtained, or took reasonable steps to obtain the relevant information from a hirer; it acted reasonably in determining the agency workersâ&#x20AC;&#x2122; working and employment conditions; and

Agency Workers Regulations 2010 - A Guide

Sector Specific Guidance / Agency Workers Regulations 2010 - A Guide

where it has responsibility, it ensured that the agency worker was treated in line with that determination.

To the extent that a temporary work agency is found not to be liable for a breach, due to the actions above, then the hirer, or another temporary work agency in the chain shall assume that portion of liability. In other words, liability for equal treatment will not automatically fall to the labour provider at the bottom of the chain of supply. The question of liability is by no means clear cut, and will be apportioned dependent upon each party’s actions. Powers of an Employment Tribunal Where an Employment Tribunal finds that a breach of an agency worker’s rights to equal treatment for basic working and employment conditions, or Day One rights has occurred, it shall have the following powers: n

Make a declaration as to the rights of the agency worker regarding the complaint. Order the payment of compensation to the agency worker. Recommend action to be taken by the liable party(ies) to obviate or reduce any adverse effect on the agency worker in regard to the breach.

Labour Users in sectors with established unions should be very cautious before relying on any agreements, which would put agency workers outside of scope.

The unions have always supported the European Directive and were instrumental in the UK Government voting in its favour. It is, therefore, likely that the unions will encourage and support test cases in favour of agency workers’ rights to equal treatment. The level of compensation awarded shall be that which the Employment Tribunal considers just and equitable. Where the most likely explanation for the structure of an assignment or assignments is found to be the prevention of the agency worker from reaching the qualifying period, an Employment Tribunal may make an additional award of compensation of up to £5,000. Read the section “Breaks Between Assignments” All information and opinions given in this guide are correct at time of publication to the best of ALP’s knowledge. Please note that this document is not exhaustive and is not intended to be used as a substitute for legal advice and consequently the ALP and its advisors exclude all liability for any claim or loss arising out of or in connection with the use of this document. Decisions made by both agencies and hirers with regard to the Regulations are likely to be risk-based, and therefore, you should consider taking legal advice.

Pension Auto-Enrolment - An Overview Introduction and Legislative Background Under the Pensions Act 2008 and the Pensions Bill 2011, all employers are required to enrol their eligible employees and collect contributions from the employee and the employer, passing them to a pension provider (Auto-enrolment).

The relevant regulations originate in the Department for Work and Pensions who have vested the autonomous Pensions Regulator (TPR) with stringent powers to combat noncompliance or evasion. The legislation makes no distinction between types of employment; Employment Businesses / Labour Providers are regarded as the employers of their temporary or flexible workers, no matter what the terms of their contracts contain. All references to workers include both agency workers on a contract for services and contract of employment; the term “workers” should be viewed in line with the European and DWP social security legislation, which is drafted wider than the definition of employees (hence the use of this term below rather than employees). Since it is the employer’s duty to autoenrol their workers, labour providers have no responsibility for workers supplied by other companies such as Limited Company Contractors, Umbrella organisations or other agencies. The requirements cover all workers but, provided each scheme qualifies under the legislation, separate schemes may be used for different types of workers; the substantive, permanent, workforce may have a different scheme to the temporary or flexible workers. Alternative schemes can be used by the various companies within a controlling Group.

Traditionally the temporary and other lower paid workforces have been the most reluctant / least able to make their own pension arrangements; it is these sectors that the legislation targets. Currently there are very few pension providers actively seeking to provide services to employers of low earning/ high turnover workers without requiring additional fees from the employer. Please contact the ALP for further details of these providers. Staging Dates PAYE scheme size

Staging date From

205 or more members

01-Oct-12

01-Feb-14

50 to 249 members

01-Apr-14

01-Apr-15

30 to 49 members

01-Aug-15

01-Oct-15

Less than 30 members

01-Jan-16

01-Apr-17

Sector Specific Guidance / Pension Auto-Enrolment - An Overview

Individual businesses will come within scope of the legislation between October 2012 and 2017, depending on the size of their workforces in accordance with the Pensions Regulator staging dates.

The provision of pension arrangements to permanent workforces has been a recognised benefit for some time, with a market for providers who can sustain acceptable returns with costs based on the expectation of consistent earnings over a period of time. There is a wider scope for choice when considering providers for the permanent workforces.

The legislation defines the staging date for each business as depending on the “size” of their largest payroll by tax reference, as determined by HMRC in the last tax period in the tax year 2011/12.

Sector Specific Guidance / Pension Auto-Enrolment - An Overview

Pension Auto-Enrolment - An Overview New employers and those below 250 employees stage during 2014-2017 but exact dates are subject to change.

for up to three months from the assessment date, provided the employee has been notified in advance.

For legal entities with more than one Tax Reference, the largest sets the date. All legal entities within a Tax Reference will have the same staging date. Legal Entities within a group structure are treated separately.

Once enrolled, employees may opt-out within a one month window and receive a refund of contributions, as will the employer. Opting out after the one month window results in no further contributions being made without a refund to either employee or employer.

Staging dates will be confirmed, in writing by the Pensions Regulator, at least a year in advance of the anticipated dates. The Requirement Employees are assessed on the basis of their age and earnings in each pay period to determine their category. See table below.

Employees may not be induced or coerced to opt out by their employer. The employer may not discriminate against employees who do not opt out.

If a worker is not assessed as an Eligible jobholder in a pay period, they must be re-assessed in each subsequent pay period to identify whether they cross either the age or the earnings thresholds.

A Non-eligible jobholder may request to opt into the pension scheme provided at any time during their employment/engagement using a prescribed joining form. The employer is obliged to make contributions and must process employee and employer contributions.

Eligible jobholders must be enrolled in an appropriate scheme but may be deferred

Age (inclusive) --> Earnings At or under Lower level of qualifying earnings (£5,772pa, £481pm or £111pw)* Between Lower level of qualifying earnings and Enrolment threshold Enrolment threshold over (£10,000pa, £834pm or £193pw)*

Age 16-21

22 - State Pension Age

State Pension Age - 74

Entitled worker

Non-eligible jobholder Non-eligible jobholder

Upper level of qualifying earnings *2014/15 figures – reviewed annually. 70

If, having been enrolled and not opted out, an employee’s earnings drop below the Lower threshold in a pay period, membership of the scheme remains but contributions will stop until earnings increase.

Non-eligible jobholder

Eligible jobholder

£41,865pa, £3,489pm, £805pw*

Pension Auto-Enrolment - An Overview An Entitled worker may request to join a pension scheme at any time during their employment / engagement. The scheme offered is not necessarily the same as that offered to jobholders. The employer is not obliged to make any contribution. This is equivalent to the current Stakeholders pension requirement.

% of Qualifying earnings

Employer

From Staging date to September 2017

From October 2017 to September 2018

From October 2018

Employee

Total

The deferment is intended to enable the assessment to mesh with current payroll processes/timetables, but can also be used to reduce the burden of short term employees. The employees must be advised of the deferral when it is applied and may request an immediate assessment. If deemed eligible, they must be auto-enrolled within 1 month. It is not necessary to apply the same deferment dates to all employees but business process will dictate some consistency. The choice of deferment criteria is mutually exclusive. It is not possible to delay from date of engagement, and then postpone again, from when the criteria are met. Specific mention is made of deferment options at the staging date to smooth the initial implementation.

5% Payment of Contributions

Fluctuations in earnings may take an employee below the threshold on occasion. This will result in no contributions for that pay period but will not alter their membership of the scheme. Deferring the first Assessment An employer may opt to postpone the initial assessment and / or consequent actions for

Having assessed the worker is an eligible jobholder; they must be enrolled within one month. Contributions will be backdated to the date of assessment, which, unless the processing time by the Pension provider is very quick, could result in the first deductions being for more than one pay period. Contributions must be passed to the Pension Scheme provider no later than the 19th of the month following the month in which the money was taken from the employee.

Sector Specific Guidance / Pension Auto-Enrolment - An Overview

The contributions calculation mirrors existing National Insurance arrangements, being a percentage of â&#x20AC;&#x153;Qualifying Earningsâ&#x20AC;? including salary, wages (post salary sacrifice), commission, bonuses, overtime, SSP, SMP, SPP and SAP between the Lower and Upper thresholds.

up to 3 calendar months from either the date of engagement or the date the worker first meets the criteria of an eligible jobholder.

Subject to proper records, the transfer of funds relating to first contributions only can be delayed to the end of the next month to facilitate the full refund of any contributions made by employees who opt-out within the opt-out window. 71

Pension Auto-Enrolment - An Overview Opting Out

Sector Specific Guidance / Pension Auto-Enrolment - An Overview

Eligible job-holders must inform their employer of their wish to opt-out within one month of the later of becoming an active member or being sent their enrolment information (the opt-out window). If they do so, they are entitled to a full refund of any contributions taken and the employer retains their contributions, as if enrolment had never taken place. Workers may not opt-out before being enrolled. After the 1 month window, the worker may opt to cease to be an active member but refunds of contributions to them or the employer will not occur, unless provided for within the pension scheme. There are significant provisions safeguarding employees from being induced or coerced into opting out, or being discriminated against if they should not. As an anti-coercion measure, the opt-out notices must be provided by the scheme provider. Any worker opting out must be auto enrolled again after 3 years from the date of opting out (although not if they had opted out within the 12 months prior to the re-enrolment date) Communication Plan It is the employerâ&#x20AC;&#x2122;s responsibility to ensure all employees are communicated with in accordance with the legislation. These communications must be in writing, including e-mail, and delivered to them personally. Communication cannot be by poster or link to internet or intranet sites. The content and timing of communications with employees is largely prescribed in the legislation. Details of the scheme, notification of deferral and the right to an immediate assessment is to be provided by the employer, on employment. 72

Having been assessed, the employer is to inform those qualified as Eligible jobholders that they have been enrolled, at which point the pension provider will provide information about their membership of the scheme and the opt-out procedures. The despatch of this information sets the start of the opt-out window. The employer will inform those qualified as Non-eligible jobholders about their right to opt-in to the scheme and their next deferral date. Those who remain Entitled workers are simply to be informed of their rights to an alternative scheme, without employer contributions. The legislation presumes monthly pay periods and makes no allowances for the time constraints of a weekly payroll. Record Keeping The mandatory records, which correspond to existing HMRC fields, with the addition of pension scheme specifics such as details of scheme, date of membership and status/ category are to be kept for a minimum of 6 years. Although information relating to the opt out process need only be retained for a minimum of 4 years. They must be available to the Pensions Regulator at any time during the storage period. Implementation Support Please contact the ALP for details of organisations offering auto-enrolment implementation support services to labour providers and the food industry.

THE GANGMASTERS LICENSING AUTHORITY 73

Design & Print

Digital & Online

Databases & CD ROMs

Events & Sponsorships

Specialist Publishing, Media & Events Services We have a proven track record of providing high quality information and media services on behalf of our clients.

www.gisltd.co.uk

The GLA - An ALP Perspective The ALP and GLA The Association’s position with regard to the GLA is: n To work in partnership with the GLA

to rid the industry of unlicensed gangmasters and labour exploitation. necessary and appropriate to do so. n To work with the GLA to ensure

that unreasonable burdens are not imposed on compliant operators. The ALP supports proportionate regulation of labour provision to facilitate fair competition. GLA licensing decision making should be “clear, consistent and proportionate” and the Association keeps a watchful eye that current standards of proportionality continue to be maintained. Current Operational Focus of the GLA The GLA is a risk-based, intelligence-led enforcement body focusing its limited resources on tackling the most severe cases of worker exploitation, unlicensed gangmasters and criminality and targeting labour providers (and their clients) that gain unfair competitive advantage through charging unrealistically low charge rates achieved through tax evasion, imposing work finding fees on job applicants or denying workers their basic legal rights. Lord Taylor, Defra Parliamentary UnderSecretary of State in a December 2011 statement said that, “The Government are committed to protecting the rights of the most vulnerable workers in all sectors. I am pleased to say that the need for the GLA to enforce protections for vulnerable workers in its sectors was endorsed by the red tape challenge ministerial star chamber”. He added, “There is no way in which the Government

On 24 May 2012, the Minister of State for Agriculture and Food in a Written Ministerial Statement provided the direction that currently governs GLA strategy and policy making, specifically: n Ensure GLA targets suspected serious

and organised crime by working more closely with the Serious Organised Crime Authority and other specialist law enforcement agencies; n Ensure that evidence of worker

exploitation by unlicensed gangmasters or licence holders will contribute effectively to continued successful investigation and prosecution of organised crime groups and assist in the earlier identification of the victims of human trafficking; n Reduce the burden on compliant

labour providers and labour users and focus forensically on gross abuse of workers by unscrupulous gangmasters - whose crimes include tax evasion, trafficking, health and safety negligence and other serious crimes; n Streamline the process for issuing

licences and remove the general requirement for an application inspection and associated fee, aim to reduce fees and charges and extend the licensing period from twelve months to two years or more for highly compliant businesses;

The Gangmasters Licensing Authority / The GLA - An ALP Perspective

n To challenge the GLA where it is

wish to weaken the focus of this highly effective body.”

n Remove from scope of the GLA,

activities or sectors which are low risk, including: apprenticeships; forestry; cleaning contractors; land agents; and voluntary workers.

The GLA - An ALP Perspective

The Gangmasters Licensing Authority / The GLA - An ALP Perspective

n Provide for those with exclusive rights

to use the seashore for shellfish cultivation to be able use their workers to grade and gather shellfish stock without needing to be licensed as a gangmaster. This measure would leave fully in scope of the Act activities such as the gathering of cockles from public shellfish beds; n Introduce administrative fines and

penalties for low-level and technical minor offences, including a measure similar to a Repayment Order to achieve rapid reimbursement to an exploited worker of wages or other payment which has been removed; n Adopt an approach in respect of a

labour user who uses an unlicensed gangmaster proportionate to the circumstances of the offence, for example the financial advantage gained and whether or not there has been abuse of the workers; and

n Amend the structure of the Board of

the GLA and introduce a smaller Board to provide clear strategic leadership and direction to the GLA. The GLA’s mission statement is ‘Working in partnership to protect vulnerable and exploited workers’ to be achieved through the delivery of three priorities: n Preventing worker exploitation n Protecting vulnerable people n Tackling unlicensed/criminal activity

and ensuring those licensed operate within the law. Success in delivery of these priorities is evaluated against six strategic outcomes: n Target, dismantle and disrupt serious

and organised crime/early identification of human trafficking. n Provide effective, meaningful

engagement with stakeholders thereby enhancing reputation. n Work with industry to recognise and

address non-compliance without formal GLA intervention. n Tackle tax evasion, health and safety

negligence, fraud, breaches of employment and other law/regulations. n Maintain credible licensing scheme

creating level playing field and promoting growth. n Identify and tackle forced/bonded

labour by licensed and unlicensed gangmasters.

The GLA - An ALP Perspective The GLA Strategic Assessment issued in January 2014 provides an overview of the significant risk, threat and harm issues impacting the GLA. These are that: n There is a significant and escalating

n It is evident that Organised Crime

Groups have infiltrated the labour provision market and are actively engaged in criminality that links to Human Trafficking and Forced Labour within and beyond the GLA sectors. n The number of potential victims

identified as working within the GLA sector and placed in the National Referral Mechanism (NRM) by the GLA increased between 2012 and 2013. n Investigations linked to serious and

organised criminality necessitate joint working with partner agencies. They are frequently resource intensive and costly which could impact significantly on what is an already challenging financial climate. n The GLA continues to receive a

consistent stream of intelligence suggesting worker exploitation remains a problem within the GLA sector and beyond.

exploitative travel and subsistence schemes for workers in receipt of National Minimum Wage may also result in levels of worker exploitation rising over the coming twelve months. Effectiveness of the GLA It is clear that ongoing success of the GLA depends upon it demonstrating its effectiveness in preventing and reducing worker exploitation through tackling unlicensed and criminal activity and ensuring that licensed businesses operate within the law. The GLA has now begun to measure and report its performance in terms of “outcomes” i.e. what it has achieved, rather than “outputs” i.e. what it has done, and this is welcomed by the ALP. The challenge now is to ensure that these measures are valid and meaningful and are used to drive policy and improve performance.

The Gangmasters Licensing Authority / The GLA - An ALP Perspective

threat from allegations of Human Trafficking and Forced Labour particularly impacting on the migrant worker community.

n The continuing use of illegitimate and

n Although not yet quantified, the closure

of the SAWS scheme and lifting of restrictions on the employment of A2 nationals from 2014 could lead to unlicensed activity and/or noncompliance which could impact adversely on resource demand and the GLA’s ability to respond to some lower level allegations.

The GLA - An ALP Perspective of those operating conscientiously within the system has developed.”

A GLA survey of all licence holders in September 2013 indicated that:

A coalition of industry stakeholders has expressed the view that, “We believe there needs to be an appropriate balance between the GLA’s mutually reinforcing activities of compliance and enforcement, with an appropriate level of resources being allocated to compliance activities.”

n Over 80% of respondents are satisfied

with the GLA’s performance.

The Gangmasters Licensing Authority / The GLA - An ALP Perspective

n Over 80% of respondents felt that the

GLA had either a slight or no impact on operating costs and profit margins in the past 12 months. These highly positive outcomes were tempered however by the finding that over 60% of respondent licence holders considered that licensing has had either a slight or no impact on reducing fraud/illegal activity. Whilst significant progress has been made by the GLA in the last year, this perception of ineffectuality needs to be addressed and the ALP will support the Authority in doing so. The GLA must be able to demonstrate to the industry it regulates that it is effective in driving out the rogue gangmasters and establishing a “level playing field”. 2013 produced the lowest number of licence revocations in any year since the GLA was formed. It is unclear whether this level reflects the improvement in standards within the licensed sector or reflects the policy decision to shift limited resources from compliance to enforcement activity. The Better Regulation Executive presciently warned that “As the GLA moves into a phase where its work is more clearly focused on enforcement, it will need to ensure that it does not lose the goodwill that its work in support

Defining what this balance is, through a risk based approach and with the resources available and gaining industry stakeholder understanding and support for this remains a challenge for the GLA. The GLA’s stated media policy of “naming and shaming” labour providers that exploit workers and complicit labour users has been crucial in incentivising the supply chain to selfregulate through due diligence. The supermarket supply chain places considerable emphasis on labour users and labour providers maintaining high ethical standards and this “regulation by reputation” is a powerful incentive in driving compliant behaviour. The GLA is currently delivering an effective communication campaign which serves to highlight the good work it is doing. Ensuring the correct balance is struck in exposing those who exploit workers and breach the licensing standards without damaging the reputation of a broadly compliant food and agriculture industry should be a focus for the GLA communications strategy for the year ahead.

2008

2009

2010

2011

2012

2013

Compliance Inspections

274

127

150

134

103

Licence Revocations

The GLA - Advice to the Industry The following section has been provided by the Gangmasters Licensing Authority.

Most media reports focus on businesses that flout our laws and the criminals we prosecute but our primary focus is firmly fixed elsewhere… on the workers! Given the GLA was created after 23 Chinese cockle pickers drowned in Morecambe Bay in 2004, this should not come as a huge surprise. Neither should the authority’s strategic aim - ‘to work in partnership to protect vulnerable and exploited workers’. The GLA aim is delivered by concentrating on three key priorities: n Preventing worker exploitation n Protecting vulnerable people n Tackling unlicensed and criminal

activity, and ensuring those licensed operate within the law. What that means for labour providers and suppliers in the controlled sectors agriculture, horticulture, food and drink processing and packaging and shellfish gathering - is the GLA will do its utmost to ensure workers get a fair deal while helping provide a level playing field on which businesses can thrive.

We need information about rogue businesses that are either unlicensed, or hold a licence but bend the rules to gain an unfair advantage. We are ‘intelligence-led’ and use the same standards as the police to gather and analyse information, feeding into national intelligence databases. We need a healthy flow of information to operate effectively and that comes from many sources – from mistreated and underpaid workers to labour users that suspect something is not right. Reports can lead to a formal inspection of a licence holder - leading to conditions being added to their licence, a licence being revoked or in the worst cases, a criminal prosecution. Over the last 12 months there has been a change in focus of the GLA’s work with more resources dedicated to the worst offenders in our industries – serious organised criminals driven by greed. There have been several notable successes over the past year: n In December 2013, a Norfolk

gangmaster involved in trafficking workers over from Lithuania and forcing them to work using threats and physical violence, was sentenced to seven years in prison for operating without a licence. n Early in 2014, two Slovak brothers

The Gangmasters Licensing Authority / Advice to the Industry

The vast majority of labour providers are aware of the Gangmasters Licensing Authority. The organisation regulates a sizable chunk of UK industry – with an estimated 700,000 temporary workers in our sector, which is worth around £1.34 billion to the economy. Many providers also hold one of our licences but few of them, their workers, or the companies that use them, are aware of the GLA’s key strategic aim.

How we work

living in Derby received custodial sentences of 40 months and 52 months for trafficking offences. Their wives were jailed for theft from workers. n At the time of writing two men

were in custody awaiting trial in Cambridgeshire over alleged offences of unlicensed labour provision, money laundering and fraud. 79

The Gangmasters Licensing Authority / Advice to the Industry

The GLA - Advice to the Industry Help us to help you

Subscribing to an active check

If you know of a business operating outside the law, exploiting workers, gaining an unfair or illegal advantage, or have any information that you may feel is minor but could be the missing piece of the jigsaw please call 0845 602 5020 and select option two to speak to the intelligence team. Alternatively you can call our free reporting line on 0800 432 0804. All calls are completely confidential. It’s possible to report issues by emailing intelligence@gla.gsi.gov.uk, completing an online form or call Crimestoppers anonymously on 0800 555 111.

By conducting an active check you will be notified immediately if a specified licenceholder’s status changes. We will inform you, for example, if it is revoked, or names on the licence change. We can also tell you if a labour provider has submitted an application and whether that application was successful.

What else can Labour Providers and Users do? Use the public register It is a criminal offence to employ the services of an unlicensed labour provider and it carries a fine of up to £5,000. However, you can easily find out if a labour provider is licensed by checking the public register on the GLA website www.gla.gov.uk. If you are still unsure, call the licensing team. Companies not listed are almost certainly not licensed – so don’t use them without checking first on 0845 602 5020. Use other information on the GLA website Our website allows you to undertake other simple checks. Firstly, it provides guidance on who needs a licence and the use of licensed labour providers http://gla.defra.gov. uk/Guidance/Information-on-Licensing/WhoNeeds-a-License/ You can also find out if labour providers have been inspected http://gla.defra.gov.uk/OurImpact/Inspections/ or if they have had their licence revoked at http://gla.defra.gov.uk/OurImpact/Revocations/. We’re happy to answer your queries about licensing through our helpline, which you reach by pressing ‘option one’ after calling 0845 602 5020.

Please note a labour provider cannot supply workers if they are not licensed - even if they have made an application. It is a criminal offence that carries a custodial sentence of up to 10 years in prison. Other things you can do There are more things labour users can do to ensure a business does not break the law. These include: n Keeping records of any agreements

with labour providers and any checks made n Co-operating with labour providers to

ensure the work place complies with health and safety legislation n Checking who is working on site –

ask the provider for names n Agreeing an appropriate price for

work so labour providers can meet legal requirements such as paying the relevant minimum wage. See http://gla. defra.gov.uk/Guidance/Information-onLicensing/Minimum-Rate-Calculations/ n Talking to workers to ensure they

are not being mistreated and they understand their rights Sub-contracting We have found labour users may not always be aware a labour provider has subcontracted to an unlicensed business. You need to know exactly who your workers are supplied by to protect your reputation.

The GLA - Advice to the Industry Trafficking and Forced Labour

Forced labour became an offence in the UK in 2009 and below are the main indicators to look out for, which mirror some of the GLA’s licensing standards: n Workers who have paid fees to obtain

work and are forced to pay for services they do not require, or have access to, including unspecified deductions from their pay. n Workers bonded through debt to the

employer, where repayments leave little wage to live on. The amount of available work may also be reduced to increase control.

used to control the workforce; they may be intimidated physically or mentally by their employer or others they direct. n Workers are forced to use

accommodation provided, pay excessive rent for unhygienic and overcrowded accommodation. Some are forced to pay for it even if they leave, under threat of losing their job. Other triggers which may indicate forced labour include: n A number of workers having the same

bank account or mobile telephone numbers. n A third person holding their passports

and therefore controlling their movements. n Workers may have drink or drug

problems caused by the ‘controller or enforcer’. n They may be in trouble with the police

for stealing food from shops – as they don’t have money to buy it. Forced labour is a serious crime, reviled by the courts and for which offenders will almost certainly go to prison.

The Gangmasters Licensing Authority / Advice to the Industry

We encounter increasing numbers of human trafficking and forced labour cases. Comprehensive guidance for licence holders can be found on this subject in GLA Brief 9 http://gla.defra.gov.uk/PageFiles/1021/ GLA_Brief_9_Forced_Labour.pdf. Given the increase, we strongly urge labour users and suppliers to read this document.

n Where threats and violence are

Consequences of doing nothing The GLA regularly finds evidence across the country of exploitation of workers supplied to a variety of packhouses, fields and factories. If you don’t take action and make the appropriate checks then you could find yourself using an unlicensed labour provider and face the possibility of being prosecuted.

The GLA Licensing Standards - May 2012 Part One

The Gangmasters Licensing Authority / The GLA Licensing Standards - Part one

1 Introduction 1.1 The Gangmasters Licensing Authority (GLA) protects workers from exploitation in agriculture, shellfish gathering and food and drink processing and packaging. The GLA operates a licensing scheme for those acting as a “gangmaster”. 1.2 Part One of this document provides background information on the GLA licensing scheme. Part Two presents the GLA’s “licensing standards”. The licensing standards are the conditions of a GLA licence. The standards comprise the requirements set out in the Gangmasters (Licensing Conditions) Rules 2009 plus other relevant legal requirements. This version of the licensing standards replaces the version issued in April 2009. 1.3 For more information, please see the GLA website, www.gla.defra.gov.uk, or contact the Authority by: Telephone: 0845 602 5020 Email: licensing@gla.gsi.gov.uk 2. Who needs a licence? 2.1 Section 4 of the Gangmasters (Licensing) Act 2004 defines the term “gangmaster”. Detailed guidance on who needs a licence is available on the GLA website or by contacting the GLA Helpline. Acting as a “gangmaster” includes: n

supplying labour to agriculture, horticulture, shellfish gathering and food processing and packaging, using labour to provide a service in the regulated sector, or using labour to gather shellfish.

2.2 A licence can be granted to any kind of legal entity, including individuals (sole traders), limited companies, unincorporated associations or partnerships. 82

2.3 The GLA takes a wide interpretation of the term “supply”. Employment Agencies and employment businesses that come within the scope of the licensing scheme, whether supplying temporary or permanent labour, will be tested against the licensing standards. Labour includes all workers, whether temporary or permanent. 2.4 If the work is undertaken in the UK, a licence is required regardless of where the business is located. 2.5 Someone is considered to be “using” labour if they employ the worker under a contract of employment or engage him or her under a contract for services. The GLA also considers someone “using” labour if they make arrangements with the worker that: n require the worker to follow his or her instructions, n determine where, when or how the worker carries out the work, or n (for using workers to gather shellfish) require the worker to sell their gathered shellfish to them as the first link in the buying chain. 2.6 The above applies whether the licence holder makes these arrangements directly with a worker or makes them indirectly through another person, for example a supervisor, intermediary or agent. 2.7 There are exemptions from the licensing scheme for some specific circumstances. Advice on these exclusions is available from the GLA helpline or www.gla.defra.gov.uk.

The GLA Licensing Standards - May 2012

4. Assessing Compliance and GLA Inspections 4.1 The GLA adopts a proportionate approach when applying the licensing standards. The GLA is concerned with identifying the more persistent and systematic exploitation of workers rather than concentrating on isolated non-compliances, unless such a noncompliance is “critical” in its own right. 4.2 The GLA will work closely with other government departments and agencies and exchange information through legal gateways. This forms part of the licensing process and assessment of compliance with the standards. 4.3 Compliance with the licensing standards is assessed, where necessary, through inspections of applicants and licence holders. 4.4 During an inspection, the applicant or licence holder may be asked to give details of contracts with clients. The inspection may include visiting your client to check the place of work. The GLA may also interview workers. The inspection will proceed based on the workers’ responses and any other relevant factors.

4.5 The applicant or licence holder may be asked to provide documentary evidence (such as written terms and conditions with workers and clients, contracts, wage books etc) to demonstrate compliance with the licensing standards. Where an applicant is inspected and they are already operating in non-GLA regulated sectors, the Authority may seek the applicant’s agreement to inspect those activities. 4.6 A new business will be expected to show that it has systems in place that demonstrate its ability to comply with the standards. 4.7 The information collected during an inspection will assist the GLA in determining whether a licence should be granted or refused for an application or revoked for an existing licence holder. 4.8 The inspection will test the relevant licensing standards, which will result in an overall score. Each standard has an associated score. Standards designated as “critical” are worth 30 points. All other standards are worth 8 points, except licensing standard 1.4 which can score up to 16 points. There are three possible outcomes: No issues identified 4.9 For applicants, a licence will be granted. There would be no change for existing licence holders. Inspection score is below 30 points 4.10 Additional Licence Conditions (ALC) will be attached to the licence. An ALC is a specific requirement which a licence holder must comply with. Usually, ALCs will be against individual non-Critical Standards where non-compliance has been identified. The licence will become conditional on those non-compliances being corrected. The GLA will explain what measures need to be taken to rectify identified non-compliances. Inspection score is 30 points or more

The Gangmasters Licensing Authority / The GLA Licensing Standards - Part one

3. How the Licensing Standards will be applied 3.1 The licensing standards will be applied on the basis of the type of business, for example whether the business provides temporary or permanent workers. This means that not all the licensing standards will apply to all businesses. 3.2 Generally, if a worker is to be paid by the licence holder then they will be expected to meet most, if not all, of the standards. However, if you are not able to meet a standard because it is not appropriate for your business, you may still be granted a licence. 3.3 Further advice on how the licensing standards might apply to an individual business can be obtained from the GLA.

The Gangmasters Licensing Authority / The GLA Licensing Standards - Part one

The GLA Licensing Standards - May 2012

4.11 The application or licence will usually be refused or revoked. However, the GLA may consider attaching ALCs where it is proportionate to do so after considering the extent and nature of the non-compliance. 4.12 If an application is refused, the applicant must not trade in the licensable sectors. Any revocation will be with or without immediate effect depending on which standards are failed. If a licence is revoked, the licence holder will be notified of whether trading may continue, usually until the outcome of any appeal is determined, or whether they should cease trading immediately. 5. GLA inspections 5.1 You can apply for your GLA licence online at www.gla.defra.gov.uk or by telephoning the GLA helpline on 0845 602 5020. Please read the GLAâ&#x20AC;&#x2122;s Application Form guidance before applying for a licence (available on the GLA website or by ringing the GLA helpline). 5.2 The first stage of applying for a GLA licence is to complete the application form. The â&#x20AC;&#x153;Principal Authorityâ&#x20AC;?, the person responsible for the day-today management of the business, is responsible for signing the declaration of the completed application form on behalf of the business. 5.3 Any information submitted in an application will be processed in accordance with the Data Protection Act 1998. The GLA is the data controller for the purposes of this Act. Information provided may be shared with other government departments and law enforcement agencies. 5.4 Once your application has been submitted, the GLA will run checks with other UK enforcement agencies and if required, authorities in other countries.

You may also be inspected or asked to provide additional information. The GLA Licensing Team will then decide whether a licence can be granted.

5.5 Once your application is approved, your licence will usually be granted for a 12 month period. The GLA will contact you before the expiry date to remind you that your licence is due for renewal. You must renew your licence before your current one expires otherwise a new application must be made. 5.6 The current fee levels are available on the GLA website. Alternatively, please ring the GLA helpline for the latest levels. Please be aware that fees are nonrefundable. 5.7 Details of all licence holders and applicants are available on the GLA Public Register, available online at www.gla.defra.gov.uk. A list of revoked licences is also available on the GLA website. 5.8 Please be aware that the GLA will usually automatically refuse applications where it is proportionate to do so in the following circumstances: n if an applicant, proposed Principal Authority or any person named or specified in the application has been found not to be fit and proper. This applies for at least two years from the date of that decision. n

where an applicant, proposed Principal Authority and any person named or specified in the application has been refused or revoked twice within a two year period. This applies for at least two years from the date of the second decision.

5.9 The GLA will also consider automatically refusing an application in the following circumstances:

The GLA Licensing Standards - May 2012

6. Results of an inspection 6.1 A licence authorises a business to act through named individuals or specified posts. The Public Register displays those named or specified on a licence. 6.2 Anybody with a responsibility for negotiating contracts with clients for supplying workers or providing services needs to be named or specified on the licence. For licence holders with a turnover of less than ÂŁ5 million a year in the GLA regulated sectors, actual names are required. For licence holders with a turnover of ÂŁ5 million or more, individuals can be specified by job titles. 6.3 For licences authorising the use of a worker to gather shellfish, supervisors or group leaders must be individually named on the licence (please see Licensing Standard 6.5 for further details).

7. Appealing against a GLA Decision 7.1 There is a right of appeal against any decision of the GLA: n to refuse an application for a licence, n to attach conditions to a licence, n to revoke a licence, or n to refuse the transfer of a licence 7.2 Any decision the GLA makes will explain the process for making an appeal. Guidance on the appeals process is available from the Gangmasters Licensing Appeals Secretariat. The Secretariat can be contacted at: Gangmasters Licensing Appeals Alexander House, 14-22 The Parsonage, Manchester, M3 2JA DX address: DX 743570 Manchester 66 Telephone: 0161 833 6100 Fax: 0161 832 0249 Email: gangmasters.appeals@hmcts.gsi. gov.uk 7.3 In Northern Ireland, the Secretariat may be contacted at: Office of the Industrial Tribunals and the Fair Employment Tribunal Gangmasters Licensing Appeals, Long Bridge House, 20-24 Waring Street, Belfast, BT1 2EB Telephone: 02890 327 666 Fax: 02890 230 184 8. Criminal Offences 8.1 The Gangmasters (Licensing) Act 2004 includes a number of criminal offences. The GLA enforces these criminal offences on behalf of the Department for Environment, Food and Rural Affairs (in Great Britain) and the Department of Agriculture and Rural Development (in Northern Ireland).

The Gangmasters Licensing Authority / The GLA Licensing Standards - Part one

if an applicant, proposed Principal Authority and any person named or specified in the application is found to have been connected to someone who has been deemed not to be fit and proper. This applies for at least two years from the date of the fit and proper decision. n where an applicant, proposed Principal Authority and any person named or specified in the application is found to have been connected to someone who has been refused or revoked within a two year period. This applies for at least a two year period from the date of the second decision. 5.10 Paragraphs 5.8 and 5.9 apply if standards 1.1 and 3.1 have been failed. These paragraphs will also apply if standards 3.2 and 3.3 have been failed where forced labour has been identified. 5.11 The above will apply unless exceptional circumstances can be demonstrated to justify why the application should be considered on its own merits. n

The GLA Licensing Standards - May 2012

The Gangmasters Licensing Authority / The GLA Licensing Standards - Part one/two

Section 12(1) Offence: Acting as a Gangmaster without a Licence

8.2 It is illegal to act as a gangmaster without a licence. The maximum penalty for operating without a licence is 10 years in prison and a fine. Section 12(2) Offence: Possessing False Documents 8.3 A person commits an offence if, in an attempt to make another person believe they are licensed, they possess or control: n

A relevant document that is false or they know or believe is false A relevant document that was improperly obtained and or that they know or believe was improperly obtained, or

A relevant document that relates to someone else 8.4 “Relevant” means any document the GLA issues in connection to a licence and being licensed. Section 13(1) Offence: Using an Unlicensed Gangmaster 8.5 It is illegal to use an unlicensed gangmaster. The maximum penalty for this offence is 6 months in prison and a fine. Section 18(1) Offence: Obstruction 8.6 It is an offence to obstruct a GLA officer in the course of his or her duties. It is also an offence to fail to comply, without reasonable cause, with any requirement made by a GLA officer. n

9. Complaints 9.1 If you are dissatisfied with the service you receive from the GLA, please write to: Gangmasters Complaints Gangmasters Licensing Authority PO Box 8538, Nottingham, NG8 9AF Email: complaints@gla.gsi.gov.uk

Part Two GLA Licensing Standards This section sets out the detail of the GLA licensing standards and explains what is expected to demonstrate compliance. The standards are the conditions of a licence. References to a “licence holder” include applicants for a GLA licence. n Licensing Standard 1: Fit and proper test

1.1 Critical: Fit and proper The licence holder, Principal Authority and any person named or specified in the licence must at all times act in a fit and proper manner. Please note The GLA will assess all relevant factors in considering whether a licence holder acts in a fit and proper manner. The factors the GLA will consider include, but are not limited to, whether the Principal Authority, directors or company officers (where the licence holder is a company), partners (where the licence holder is a partnership), members of the association (where the licence holder is an unincorporated association) and any person named or otherwise specified in the licence has: n Intentionally obstructed the GLA. This includes preventing an inspection being conducted without reasonable cause, n been convicted of any criminal convictions unspent under the Rehabilitation of Offenders Act 1974. Particular consideration will be given to offences of dishonesty, fraud, violence, forced labour, human trafficking, carrying offensive weapons, fire arms offences, intimidation, blackmail or harassment,

The GLA Licensing Standards - May 2012 This includes deliberately under declaring turnover, or n been influenced by a third party who the GLA considers not fit and proper. The GLA treats each case individually, taking account of the seriousness of, and circumstances surrounding the matter in question. The GLA will consider the explanation offered by the person to whom it relates, the relevance of any conviction, rehabilitation and evidence that the matter will not reoccur. Failure against this standard may lead to a licence being revoked with immediate effect. 1.2 Critical: Principal authority competency test The GLA will consider the Principal Authorityâ&#x20AC;&#x2122;s competence and capability to hold a GLA licence in deciding whether the Principal Authority is â&#x20AC;&#x153;fit and properâ&#x20AC;?. In making this decision regard will be given to matters including, but not limited to whether the Principal Authority has an understanding of the GLA licensing standards and / or has sufficient management processes. Please note Where this standard is failed for licence holders where a new Principal Authority has been appointed, the licence may be revoked with immediate effect.

The Gangmasters Licensing Authority / The GLA Licensing Standards - Part two

contravened any of the requirements and standards of other regulatory authorities, including the Department for Business, Innovation and Skills, Department for Work and Pensions, HM Revenue and Customs (HMRC), Health and Safety Executive (including where the HSE issue a Prohibition Notice), UK Border Agency, Police, local authorities or overseas authorities, n been an owner, director or partner, or has been concerned in the ownership or management of a business that has gone into insolvency, liquidation or administration whilst the person has been connected with that organisation, n been investigated, disciplined, censured or criticised by a regulatory or professional body, court or tribunal, whether publicly or privately in matters relating to any business with which they have been involved, n been dismissed from, or asked to resign and resigned from, employment or from a position of trust, fiduciary appointment or similar, n been disqualified from acting as a director or disqualified from acting in any managerial capacity, n not been candid and truthful in all their dealings with any regulatory body and they have not demonstrated a readiness and willingness to comply with the requirements and standards of the regulatory system and with other legal, regulatory and professional requirements and standards. n

The GLA Licensing Standards - May 2012

The Gangmasters Licensing Authority / The GLA Licensing Standards - Part two

1.3 Critical: Correcting additional licence conditions

A licence holder must correct any Additional Licence Conditions (ALCs) within the time period prescribed by the GLA. Please note This includes notifying the GLA within 20 working days once the licence holder starts to supply workers in the licensable sectors following the issue of a licence. This should be done in accordance with the GLAâ&#x20AC;&#x2122;s instructions on clearing ALCs. Failure against this standard will lead to a licence being revoked without immediate effect.

1.4 Changes in details A licence holder must notify the GLA within 20 working days if: n the Principal Authority changes (16 points) n the Principal Authority, directors, company secretary or partners are convicted of any criminal offence or receive an alternative civil sanction (16 points), n the business enters administration or is made bankrupt (16 points), n the trading name changes (16 points), n any directors, company secretary, partners or other individuals named on the licence change (8 points), n any contact details for the business change (8 points)

The GLA Licensing Standards - May 2012 Please note

A licence will expire if a licence holderâ&#x20AC;&#x2122;s registered company number, Unique Tax Reference or VAT number change. A licence will also expire if the business is in liquidation.

n Licensing Standard 2: Pay and tax matters

2.1 Critical: PAYE, NI and VAT A licence holder who employs workers under a contract of employment, contract of service, engages them under a contract for services or where the provisions of Chapter 7 of Part 2 of the Income Tax (Earnings and Pensions) Act 2003 apply must: n be registered with HMRC and have a valid PAYE number, and n accurately calculate and deduct tax and National Insurance from all workersâ&#x20AC;&#x2122; pay and pay the correct amount to HMRC in a timely manner. A licence holder who exceeds the VAT threshold must: n be registered with HMRC, and n charge and pay the correct amount of VAT in a timely manner. Please note Failure against this standard will lead to the licence being revoked without immediate effect.

The Gangmasters Licensing Authority / The GLA Licensing Standards - Part two

Please see paragraph 4.8 of Part One for information on the scoring system of the licensing standards. n Non-compliance with this standard will contribute a maximum of 16 points to a licensing standard compliance score. If more than one non-compliance is identified, the standard will only be failed once with only the highest score being accrued. The points will remain on the licence for a 12 month period and will count towards any subsequent inspection score within that period. n This standard will not be failed if the licence holder can provide a reasonable explanation for why they have not notified the GLA within the timescale required. n

The Gangmasters Licensing Authority / The GLA Licensing Standards - Part two

The GLA Licensing Standards - May 2012 2.2 Critical: Paying Wages A worker must be paid at least the National Minimum Wage (NMW) or, if applicable, in accordance with appropriate Agricultural Wages Order (AWO). Sufficient records must be kept to prove payment of NMW or in accordance with the appropriate AWO. Please note Failure against this standard will lead to the licence being revoked without immediate effect. 2.3 Benefits A licence holder must maintain records to show that a worker receives paid annual leave, sick, maternity, paternity and adoption pay to which they are legally entitled. 2.4 Payslips A licence holder must provide workers with itemised payslips at or before the time when wages or salary is paid. Please note The payslip should contain the gross and net amount of wages or salary and the amounts and purposes of any deductions.

n Licensing standard 3: Forced labour and mistreatment of workers

3.1 Critical: Physical and mental mistreatment n A worker must not be subjected to physical or mental mistreatment. n Threats must not be made to a worker or others.

Please note Failure against this standard may lead to a licence being revoked with immediate effect. 3.2 Critical: Restricting a workerâ&#x20AC;&#x2122;s movement, debt bondage and retaining ID documents A licence holder must not: n restrict a workerâ&#x20AC;&#x2122;s movement. There should be no debts between a licence holder and worker that prevent the worker freely seeking other employment. Workers must be free to work elsewhere without incurring, or fear of incurring, any other detriment, n subject, or threaten to subject, a worker to any detriment because the worker has terminated or given notice to terminate any contract between the worker and the licence holder or the worker has taken up or proposes to take up employment elsewhere, n require the worker to notify the licence holder, or any person connected to the licence holder, the identity of any future employer, n retain identity papers, except when it is necessary to check a workerâ&#x20AC;&#x2122;s entitlement to work in the UK, and then only until the check is complete, or n force or coerce a worker to work against their will. If a worker is loaned money directly or indirectly by the licence holder to meet their travel or other expenses to take up a position, the worker: n cannot be required to repay a sum greater than the sum loaned, and

The GLA Licensing Standards - May 2012

must be provided in writing with full details of the repayment terms of any loan.

Please note

3.3 Critical: Withholding wages A licence holder must not withhold or threaten to withhold the whole or part of any payment due to a worker in respect of any work they have done on any of the following grounds: n

the licence holder has not received payment from the labour user, the worker has failed to prove that they have worked during a particular period of time (but this does not prevent the licence holder from satisfying itself by other means that the worker worked for the particular period in question), the worker has not worked during any period other than that to which the payment relates, or any matter within the control of the licence holder.

Please note Failure against this standard may lead to a licence being revoked with immediate effect. n Licensing standard 4: Accommodation

4.1 Critical: Quality of accommodation A licence holder who provides, or effectively provides, accommodation must ensure the property is safe for the occupants.

The accommodation must be maintained in a good state of repair, must contain adequate kitchen, bathroom and toilet facilities for the number of occupants and must not be overcrowded. Any category 1 hazards as assessed under the Housing Health and Safety Rating System must be properly resolved. Furniture and furnishings supplied in the accommodation must comply with all relevant legislation. Gas installations must be maintained at least annually by a suitably qualified person registered with the Gas Safe Register: www. gassaferegister.co.uk. Copies of the annual gas safety check must be given to all occupants or prominently displayed in the property. If such a person has said that remedial actions are needed to make the installation safe, this remedial work must be undertaken as soon as possible by a suitably qualified person. Electrical equipment, including the fixed wiring and any appliances, must be safe and properly maintained. The GLA will take a proportionate view in deciding on whether to fail this standard for minor infringements or easily fixable issues.

The Gangmasters Licensing Authority / The GLA Licensing Standards - Part two

Failure against this standard may lead to a licence being revoked with immediate effect.

Please note

A licence holder will be considered as providing or effectively providing accommodation in all the following circumstances whether or not the accommodation is let by the licence holder or a third party:

The GLA Licensing Standards - May 2012 the accommodation is provided in connection with the worker’s contract of employment, n a worker’s continued employment is dependent upon occupying particular accommodation, or n a worker’s occupation of accommodation is dependent upon remaining in a particular job. Where the provision of accommodation by a licence holder and a worker’s employment are not dependent upon each other, a licence holder may be considered to be providing accommodation in circumstances where:

The Gangmasters Licensing Authority / The GLA Licensing Standards - Part two

a licence holder is a worker’s landlord either because they own the property or because they are subletting the property, n a licence holder and the landlord are part of the same group of companies trading in association, n a licence holder’s and the landlord’s business have the same owner, or business partners, directors or shareholders in common, or n a licence holder or an owner, business partner, shareholder or director of the licence holder’s business receive a monetary payment and/or some other benefit from the third party acting as landlord to the workers. A third party in this instance includes: n a business and company which is a separate legal entity to the licence holder, n an individual including those who are family members of a director, business partner, shareholder, owner or Principal Authority of the licence holder, and n

a business or company with a director, shareholder, owner or business partner who is a family member of a director, shareholder, owner, Principal Authority or business partner of the licence holder. This interpretation will apply whenever the licence holder is providing accommodation regardless of whether the worker can choose whether or not to occupy the accommodation. Even if the accommodation is optional, where the worker chooses to accept the offer, this interpretation will apply. Failure against this standard may lead to a licence being revoked with immediate effect. n

4.2 Licensing of accommodation A licence holder who provides, or effectively provides, accommodation must ensure the property is properly licensed or registered: n if it is a licensable House of Multiple Occupation, n if it is in an area subject to selective licensing, or n if the accommodation is on a caravan site which requires licensing. A licence holder who provides accommodation in Scotland must be registered with the local authority as a private landlord. 4.3 Situations where workers are provided with travel or required to live away from home A licence holder must not arrange work for a worker (except where the worker is employed by the labour user) if, in order to take up that work the worker must live away from their UK home, unless the licence holder has taken all reasonable steps to ensure that:

The GLA Licensing Standards - May 2012 n

suitable accommodation will be available for the worker before they start work,

to be supplied to a labour user, except as the labour user’s employee, or is under 18 years old, and the licence holder, labour user or any intermediary has arranged free travel or paid the worker’s travel expenses to work, the licence holder must, if the work does not start or when it finishes, either: n arrange free travel for the worker’s return journey, n pay the worker’s return fare, or n arrange for the labour user or any intermediary to provide free travel or pay the return fare.

A licence holder must give notice to the worker setting out the details of the free or paid for travel, including any conditions which apply. A licence holder must not arrange work for a worker younger than 18 years old where they are required to live away from home unless the worker’s parent or guardian has consented. Please note Where a labour user does not comply with the undertaking to arrange free return travel or pay the return fare, the licence holder must either arrange

4.4 Tenancy notice periods Where a worker lives in accommodation provided, or effectively provided, by the licence holder, they must be allowed to find suitable alternative accommodation after giving 10 working days notice. n Licensing Standard 5: Working conditions

5.1 Rest Periods, Breaks and Annual Leave A worker must be able to take the rest periods, breaks and annual leave to which they are legally entitled. 5.2 Working hours n A worker must not be forced to work more than 48 hours a week on average unless they agree to work beyond this limit. n Any agreement must be voluntary, in writing and signed by the worker. n A worker must be free to amend or cancel this agreement, subject to notice requirements. 5.3 Right to belong to a Trade Union A worker must not be prevented from taking up trade union membership nor be penalised for doing so. 5.4 Providing workers in industrial disputes A licence holder must not introduce or supply a worker: to replace a worker taking part in an official strike or any other industrial action, or n to do work of someone who has been transferred by the labour user to perform the duties of the person on strike or taking industrial action.

The Gangmasters Licensing Authority / The GLA Licensing Standards - Part two

the worker has been informed of details of the accommodation including any cost to them, and n suitable arrangements have been made for them to travel to such accommodation. Where a worker is: n

free travel for the return journey of the worker or alternatively pay their fare.

The GLA Licensing Standards - May 2012 Please note:

The Gangmasters Licensing Authority / The GLA Licensing Standards - Part two

This standard will not be failed if the licence holder does not know, or has no reasonable grounds for knowing, that official strike action is in progress. This standard also does not apply to unofficial strike action. 5.5 Confidentiality A licence holder must not disclose any personal data about a worker without their prior consent unless it is required by any other licensing standards or any other law. Please note If a worker gives consent and then withdraws it, the licence holder cannot consider itself to have the workerâ&#x20AC;&#x2122;s prior consent. In addition, it may not make provision of its services conditional upon the worker giving their consent or agreeing not to withdraw it once it has been given. 5.6 Disciplinary and grievance procedures A licence holder must deal properly with disciplinary matters and grievances. 5.7 Discrimination A licence holder must not unlawfully discriminate against a worker or work seeker on the grounds of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation. n Licensing Standard 6: Health and Safety

6.1 Assigning responsibility and assessing risk A licence holder must co-operate with the labour user to ensure that: n

responsibility for managing the day to day health and safety of

the workers has been agreed and assigned, n a suitable and sufficient health and safety risk assessment has been completed (and recorded where required) before work commences, and n any risks identified are properly controlled. 6.2 Instruction and training A licence holder must co-operate with the labour user to ensure responsibility for: any health and safety training, including induction training, deemed necessary to carry out the work safely has been agreed and assigned, n making sure that the workers provided have received any necessary health and safety training, including induction training, appropriate to the site(s) at which they are working and the work they have been employed to do, and n making sure all information and training is comprehensible. No charge may be made for providing health and safety training. Any time spent training should be treated as an extension of time at work. n

6.3 Safety at work A licence holder must co-operate with the labour user to make sure that: n

adequate and appropriate Personal Protective Equipment (PPE) is provided. Employees and workers who would be legally regarded as employees for health and safety purposes must be provided with PPE without charge,

The GLA Licensing Standards - May 2012

A licence holder must not ask for payment for PPE from employees and workers who would be legally regarded as employees for health and safety purposes. This includes seeking refundable or non-refundable deposits. If a worker fails to return the PPE, as long as the requirement to do so has been made clear in writing, the licence holder may deduct the cost of the replacement from any wages owed. Accidents must be properly investigated so that lessons can be learned and changes can be made to ways of working, equipment or supervision if necessary. 6.4 Critical: Transport A vehicle used by the licence holder to transport workers must: have a valid vehicle licence (tax disc) n have an applicable MOT certificate if required, n have appropriate insurance, including cover for all circumstances of hire or reward regardless of the size of the vehicle, n be in a roadworthy condition and have no obvious or identifiable defects, and n

n carry workers in a safe manner. A licence holder who operates vehicles with 9 or more passenger seats used for hire or reward must:

have a Public Service Vehicles (PSV) Operator’s licence, and n have documentary evidence that the vehicles are registered and maintained as PSVs and have a Certificate of Initial Fitness. A driver used by the licence holder to transport workers must: n

hold a valid driving licence, have Passenger Carrying Vehicle (PCV) entitlement and driver Certificate of Professional Competence if driving a vehicle with nine or more passenger seats used for hire or reward, and n Comply with rules covering drivers’ hours and tachographs. Please note n n

In assessing whether a vehicle has “obvious or identifiable” defects, the GLA will apply a common sense test of whether the vehicle is clearly unsafe, for example, without seatbelts or with unsafe seats and doors. The GLA will take a proportionate view in deciding on whether to fail this standard for minor infringements or easily fixable issues. Failure against this standard may lead to a licence being revoked with immediate effect. 6.5 Critical: Using workers to gather shellfish - planning and supervision A licence holder must ensure each group of workers has a recognised and competent supervisor / group leader named on the licence. The supervisor / group leaders must:

The Gangmasters Licensing Authority / The GLA Licensing Standards - Part two

adequate arrangements have been made to provide welfare facilities (sanitary conveniences, washing facilities, drinking water, facilities for changing clothes and for rest and consuming food and drink) where it is reasonably practicable to do so or if it is legally required, and n adequate arrangements have been made for first aid and the recording and reporting of reportable incidents at work. Please note n

The GLA Licensing Standards - May 2012 have knowledge of local tide tables (and have an accurate watch) and forecast weather and local conditions (including quicksand, shifting gullies, rivers in flood, the nature and speed of the tide), n be able to communicate directly with workers under their control, n have a suitable communications device (either a VHF marine band radio or a mobile telephone where reception is adequate). Batteries should be sufficiently charged and the devices should be kept dry, n have a location device, preferably a Global Positioning Unit (GPS) and/or compass, n have emergency telephone numbers for the Maritime and Coastguard Agency and other Emergency Services as well as appropriately maintained and correctly used emergency equipment (including flares and whistles in case of fog or mist), n recognise that working at night creates additional risks and requires appropriate and special precautions, n accompany the workforce as appropriate when working below the high tide mark, n be able to demonstrate they can adequately supervise all workers. The size of the group will depend on the experience of the licence holder and / or supervisor as well as the prevailing weather and local conditions, n allow sufficient time to get workers ashore safely, n have high visibility clothing which is both warm and weatherproof available for the workers,

The Gangmasters Licensing Authority / The GLA Licensing Standards - Part two

notify the Maritime and Coastguard Agency Rescue and Coordination Centre of times going out and coming back, where the work is planned to take place, the size of the group, the licence holderâ&#x20AC;&#x2122;s URN and contact details. Please note n

Failure against this standard may lead to a licence being revoked with immediate effect. 6.6 Critical: Using workers to gather shellfish - getting to the work area A licence holder must ensure: n

any vehicle used to access the fishery is suitable for the work area and has sufficient fuel for emergencies. If access is via public roads, all vehicles must be roadworthy and properly insured, and

where a trailer pulled by any vehicle is used to carry passengers, they must be suitable, including being fitted with a headboard, tailboard and suitable side protection to prevent passengers falling off and provided with adequate means of communication between the driver and trailer. Passengers should not be carried in tractor cabs (unless the manufacturer has provided a second seat), on tractor steps or on the drawbar. Please note n

Failure against this standard may lead to a licence being revoked with immediate effect.

The GLA Licensing Standards - May 2012

A worker using a lifejacket and/or life raft must be properly trained and be able to operate them in an emergency. Please note Failure against this standard may lead to a licence being revoked with immediate effect. 6.8 Critical: Using workers to gather shellfish - use of boats Any boat used by a licence holder for accessing fisheries and transporting workers must be a Maritime and Coastguard Agency certificated workboat. Please note Failure against this standard may lead to a licence being revoked with immediate effect. 6.9 Critical: Using Workers to Gather Shellfish – Shellfish gathering permits and licences Where a permit or licence for shellfish gathering is required, a licence holder must ensure that the workers possess and comply with that permit or licence. Please note Failure against this standard may lead to a licence being revoked with immediate effect.

n Licensing standard 7: Recruiting Workers and Contractual Arrangements

7.1 Critical: Fees and providing additional services A licence holder must not charge a fee to a worker for any work-finding services. A licence holder must not make providing work-finding services conditional on the worker: n using other services or hiring or purchasing goods provided by the licence holder or any person connected to them, or n giving or not withdrawing consent to disclosing information about that worker A worker must be able to cancel or withdraw from any services provided at any time without incurring any detriment or penalty, subject to the worker giving 5 working days notice or, for services relating to providing accommodation, 10 working days. Please note “Work-finding services” means services (whether by providing information or otherwise) provided by a licence holder: to a person for the purpose of finding that person employment or seeking to find that person employment, n to an employee of the licence holder for the purpose of finding or seeking to find another person, with a view to the employee acting for and under the control of that other person, or n to a person (“A”) for the purpose of finding or seeking to find another person (“B”), with a view to A becoming employed by the licence holder and acting for and under the control of B. n

The Gangmasters Licensing Authority / The GLA Licensing Standards - Part two

6.7 Critical: Using workers to gather shellfish - lifejackets and life rafts A licence holder must provide lifejackets and life rafts where required. Lifejackets and life rafts must be routinely checked and maintained in accordance with the supplier’s instructions.

The GLA Licensing Standards - May 2012

The Gangmasters Licensing Authority / The GLA Licensing Standards - Part two

Failure against this standard will lead to a licence being revoked without immediate effect.

7.2 Right to Work A worker must have entitlement to undertake the work in question in the UK. Please note

A workerâ&#x20AC;&#x2122;s visa restrictions must be complied with. In the event that it is discovered that a worker is not legally entitled to work in the UK, this standard will not be failed if the licence holder has established and retained a statutory defence. 7.3 Workers: Contractual Arrangements and Records Agreeing Terms with Workers Before supplying a worker to a labour user, a licence holder must agree the terms which will apply between the licence holder and the worker. The terms must include: n

the type of work the licence holder will find or seek to find for the worker,

whether the worker is or will be supplied by the licence holder under a contract of service (i.e. a contract of employment) or a contract for services, and in either case, the terms and conditions which will apply, an undertaking to pay the worker for any work carried out regardless of whether the licence holder has been paid by the labour user, the length of notice the worker is required to give and entitled to receive to terminate any particular assignment,

the pay rate or the minimum rate to be expected n details of the intervals at which remuneration will be paid, and n details of any entitlement to annual holidays and to payment in respect of such holidays n

A licence holder must record all the terms, where possible in one document, and give the worker the

The GLA Licensing Standards - May 2012

Terms may be varied only by written agreement from the worker. A copy of this agreement must be provided to the worker as soon as possible and no later than the end of the fifth working day following the date the variation was agreed. Notifying Details of Fees and Services A worker must be informed in writing of any fees relating to services which they have taken up. This should include: n

the amount or method of calculation of the fee, the identity of the person to whom the fee is or will be payable, a description of the services or goods to which the fee relates as well as explaining the workerâ&#x20AC;&#x2122;s right to cancel or withdraw from the service and the length or notice period required, and the circumstances, if any, in which refunds or rebates are payable to the worker, the scale of such refunds or rebates, and if no refunds or rebates are payable, a statement to that effect.

Worker Records A licence holder must record as soon as reasonably practicable: the date terms are agreed between the licence holder and the worker, n the workerâ&#x20AC;&#x2122;s name, address and, if under 22, date of birth, n any terms which apply or will apply between the licence holder and the worker, and any document recording any variation, n any relevant details of the workerâ&#x20AC;&#x2122;s training, experience n

The Gangmasters Licensing Authority / The GLA Licensing Standards - Part two

written terms before the licence holder provides any services to the worker. This does not apply if the worker has been given a written statement of employment particulars in accordance with Part I of the Employment Rights Act 1996.

A licence holder may not make the continued provision of any services by them to a worker conditional on the worker agreeing to any variation.

The Gangmasters Licensing Authority / The GLA Licensing Standards - Part two

The GLA Licensing Standards - May 2012 or qualifications and any authorisation to undertake particular work (and copies of any relevant documentary evidence obtained by the licence holder), n details of any requirements specified by the worker in relation to taking up employment, n the names of labour users or subcontractors/other labour providers to whom the worker is supplied, n details of any resulting engagement and the date from which it takes effect, n the date any contract was terminated, where applicable, and n where payments are made by a worker, other than those legally required, there is evidence of the workerâ&#x20AC;&#x2122;s written consent. Please note A licence holder must record all terms in writing, where practicable in one document, and give the worker the written terms before they provide services to the worker. Records must be kept for at least one year. Records may be kept either in written or electronic form. A licence holder may keep records either at the premises where they trade, or elsewhere, provided they are readily accessible and capable of being delivered to the licence holderâ&#x20AC;&#x2122;s premises in the UK or to the Authority within two working days. 7.4 Labour User: Agreements and Records Agreeing Terms with Labour Users Before first providing services, other than providing information, to a labour user, a licence holder must agree in writing the terms which will apply

100

between the licence holder and labour user, including: Details of any fee which may be payable by the labour user to the licence holder including: the amount and method of calculating the fee. n the circumstances in which a refund or rebate will be payable to the labour user and, if none is payable, a statement to that effect in the terms, and n the procedure to be followed if a worker introduced or supplied to the labour user proves unsatisfactory. n If any variation to those terms is agreed, the licence holder must provide the labour user with a document containing details and the date of the variation as soon as reasonably practicable. Records n

A licence holder must record, as soon as reasonably practicable, the following details relating to each labour user: the date terms are agreed between the licence holder and labour user, n the labour userâ&#x20AC;&#x2122;s name and address, and location of the place of work if different, n details of the position(s) the labour user seeks to fill, n the duration or likely duration of the work, n any training, experience or qualifications and any authorisation to undertake particular work, n the terms offered in respect of the position the labour user seeks to fill, n

The GLA Licensing Standards - May 2012

Please note Records must be kept for at least one year. A licence holder may either keep records at the premises where they trade, or elsewhere, provided the records are readily accessible and capable of being delivered to the licence holderâ&#x20AC;&#x2122;s premises in the UK or to the GLA within two working days. Records may be kept in either written or electronic form. A licence holder must send a copy of the terms to the labour user as soon as reasonably practicable. The licence holder and the labour user must agree to any variation in the terms set out in this document and the licence holder must provide a document containing details and the date of the variation as soon as is reasonably practicable. 7.5 Restriction on charges to labour users A licence holder must not seek a transfer fee from a labour user, or seek to enforce any other contractual terms, for a worker to be employed by

the labour user or for another licence holder to supply that worker to the labour user if: n

the contract between the licence holder and labour user does not include an option for the licence holder to choose for an extended period of supply, as specified in the contract, at the end of which the worker will transfer without charge, the worker is employed by the labour user or supplied by another licence holder after eight weeks from when the worker last worked for the licence holder or 14 weeks from the first day on which the worker started work for the labour user, whichever date is later.

Please note Where a labour user opts for an extended period of supply, the licence holder must supply the worker for the entirety of that period on terms no less favourable to the labour user than those that applied between the licence holder and the labour user before the licence holder received notice that the labour user wished to opt for the extended period of supply. If there has been a period of more than 42 days where a licence holder has not supplied the worker to the labour user, then this will break continuity for calculating the start of the 14 week period.

The Gangmasters Licensing Authority / The GLA Licensing Standards - Part two

a copy of the terms between the licence holder and the labour user, and any document recording any variation, n the names of workers supplied, n the details of each resulting engagement and date from which it takes effect, and n dates of requests by the licence holder for fees or other payment from the labour user and of receipt of such fees or other payments, and copies of statements or invoices. n

101

The GLA Licensing Standards - May 2012

The Gangmasters Licensing Authority / The GLA Licensing Standards - Part two

n Licensing standard 8: Sub-contracting and using other labour providers

102

8.1 Critical: Sub-contracting and using other labour providers A licence holder must only use a sub-contractor and/or other labour provider who holds a current GLA licence. Please note It is a criminal offence to use an unlicensed gangmaster under section 13 of the Gangmasters (Licensing) Act 2004. Failure against this standard may lead to a licence being revoked with immediate effect. The standard will not be failed if the licence holder has complied with the Reasonable Steps guidance or the GLAâ&#x20AC;&#x2122;s Active Check process for verifying that the sub-contractor or other labour provider is licensed, and has retained documentary evidence of such compliance to establish a statutory defence.

8.2 Records of dealing with other licence holders A licence holder must record as soon as reasonably practicable the names of any other sub-contractors whose services the licence holder uses. Please note Records must be kept for at least one year. Records may be kept at any premises a licence holder uses for or in connection with the carrying on of their business, or elsewhere; if kept elsewhere, the licence holder must ensure the records are readily accessible and capable of being delivered to the licence holderâ&#x20AC;&#x2122;s premises in the UK or to the GLA within 2 working days. Records may be kept either in written or electronic form.

Providing 21st century recruitment solutions

Need a truly flexible workforce? Focused on minimising overall recruitment costs? Want to demonstrate legal compliance and ethical best practices?

has all the answers

0870 744 7456

www.goldteam.co.uk

info@goldteam.co.uk

We deliver recruitment solutions which help our clients to be more efficient, productive and profitable. Our UK-wide network of high street branches and onsite teams work 24/7, 365 days of the year to ensure our clients have the very best quality assured workers in place, at the right time, to underpin their business success and growth. Specialisms • OnSite recruitment • Food and drink • Agricultural

• Industrial and manufacturing • Warehousing and distribution • Port operations

Get in touch to see how we can support your continued success.

OnSite

stafforce.co.uk 0114 385 0105

enquiries@stafforce.co.uk

Class1 Personnel has built a solid relationship with a wide cross section of the business community from multinational to family-run business. We have become stronger in our industry and are now corporate members of REC, ALP and hold a Gang Master licence and are ISO accredited ■ ■

Quality Staff Competitive Rates

■ ■

Onsite Management In-house Payroll

Class 1 Industrial Staff: ■ Warehouse staff ■ Drivers ■ Drivers’ Mates ■ Fork Lift Drivers ■ Machine Operatives ■ Pickers and Packers Services: ■ References ■ DVLA Licence Checks

Class 1 Industrial Staff: ■ Food Operatives ■ Order Pickers ■ Sandwich Makers ■ General Assistants Industrial Services Offered: ■ Hygiene, Health, Safety ■ Agency Workers Regulation 2010 ■ Cost effective compliance

■

AWR Audit

Part of the Class1Group

Tax and Accountancy Services

Property Maintenance

Eco Friendly Roof Gardens

Approved Driver CPC Training Courses Space Available!! BOOK NOW ON

0208 577 3812

Head Office: 1 High Street ■ Hounslow ■ Middlesex ■ TW3 1RH Hammersmith ■ Nottingham ■ Manchester Contact Rob Harris FIH - Sales Director Tel: 020 8569 5055 Mob: 07513 605048 Email: robh@class1personnel.com GLA Licensed. REC Audited and Members of the ALP

Total Employment Ltd Specialise in the supply of temporary, permanent and executive staff to the following sectors:• Agriculture • Horticulture • Food Processing • Warehouse & Distribution

Specialists in volume food process and industrial labour

On call 24/7 365 days a year

Onsite Solutions Packages prepared to tackle legislation changes introduced in 2011

GLA Licensed

• Rec Member • APSCO Member • ALP Member • GLA Licenced

Dedicated Client Management Team

RE Resource Group, CPS House, 7-9 Ambrose Street Cheltenham, Gloucestershire, GL50 3QR

Tel: 01842 820494 Email: una.holland@total-employment.co.uk www.total-employment.co.uk

mployment.indd 1

T: +44 (0)1242 505400

07/04/2014 15:15

Others promise... We deliver

Agrico is a recruitment agency with over t wenty years of experience in the local production. Dedicated in helping various industries in Kent. We are dynamic and efficient to meet your workforce needs

www.agricoworkforce.co.uk Tel: 01634 812492

F: +44 (0)1242 254098

p.indd 1

“An opportunity is not an opportunity if you don’t have the resources needed to succeed” Best Opportunity is a dynamic and fast growing recruitment company, based in Bucharest, Romania, specialising in providing workers to the food industry. GLA Licence Holder. If you have a vacancy, please call or email us at: contact@jobopportunityuk.com BEST OPPORTUNITY SRL Tel: 0040212221290 Web: www.jobopportunityuk.com Ion Neculce Street, No 15, Bucharest

02/04/2014 15:55

SPECIALISTS IN FIELD AND PACKHOUSING RECRUITMENT

32 CORBYN SHAW ROAD, KING’S LYNN, NORFOLK PE30 4UL

A MEMBER OF THE ASSOCIATION OF LABOUR PROVIDERS & GLA LICENCE HOLDERS

01733 334396

01733 330969

J&C Recruitment • Ivatt Way Westwood • Peterborough PE37PG

HOPS LABOUR SOLUTIONS LTD Tel: 02476 698000 Email:hops@hopsls.com www.hopslaboursolutions.com

PROVIDING LABOUR FOR YOU

Labour Provider for temporary and seasonal labour for direct employment by land-based and food industries

      

Friendly, flexible and professional service Technical helpline service to registered employers All registered employers have access to the HOPS portal designed to assist your seasonal staff management and documentation support GLA License HOPS0004 Recruitment selection and preparation of candidates undertaken directly by HOPS staff Competitive pricing package HOPS are committed to working wholly within the regulatory framework of GLA, HSE, UKBA & HMRC.

Supporting NFYFC for the Farmers of tomorrow

S & D Recruitment Ltd Are specialist in supplying Temporary And Full Time staff to all Industries, including Industrial and Commercial.

Specialist Labour Providers to the Food & Agriculture sectors Onsite Agency Representation MV/LV Solutions Flexible Recruitment Solutions Ethical practices

For a competitive price give us a call on

01405 767600 sashashirbon@sdrecruitmentltd.co.uk www.sdrecruitmentltd.co.uk

REC & ALP members Contact us now:

01622 690555 1st Floor, Knightrider Chambers 12 Knightrider, St Maidstone, Kent, ME15 6LP E: info@go-rg.com

www.go-rg.com

45 Pasture Road • Goole • DN14 6BP

Gangmaster license : GOPR0001

SPECIALISTS IN SUPPLYING STAFF OF ALL LEVELS TO THE FOOD AND MANUFACTURING INDUSTRY

GENERAL OPERATIVES WAREHOUSING PICKING/PACKING TEMPORARY AND PERMANENT PLACEMENTS COMMERCIAL & INDUSTRIAL TEMPS

If you have a vacancy, please call or email us at: vacancies@recroot.net HEAD OFFICE: 22 High Street, Brandon, Suffolk, IP27 0AQ T: 01842 814815

REGIONAL OFFICES: Bury St Edmunds, Ipswich, Colchester Huntingdon, Grimsby N.E. Lincs

To find out more info visit our website:

www.recroot.net Recroot is an Equal Opportunities employer and is Committed to Equality

StaffUKBoltonALP2014HandbookFINAL.pdf 1 3/31/2014

ALP M

receiv

e 5% d

softwa

ember

iscoun

re lice

t on ne

nses

“enterpriSe” - our back office payroll and front office CRM recruitment software is specially designed for SMEs and Temp agencies operating in fast paced high volume and shift environments. We have specific expertise in the GLA sector. We understand that because ALP members operate in many different business sectors, the recruitment system you choose needs to flexible, modular and constantly adapting to business and market forces. Our software is all of this – and also fully up to date with all the latest compliance modules including: Agency Workers Regulations (AWR ), Travel & Subsistence (T&S), Pensions auto-enrolment, Real Time Information (RTI), Working Time Directive (WTD), Holiday Pay, CIS construction worker payments etc.

Call us on 0844 5832134 (quote Intersoftware) or email sales@intersoftware.com

Proud to supply some of the UK’s leading food production and distribution companies with flexible staffing options

• • • •

Production Warehouse Driving Temporary

• • • •

Managerial Technical Oﬃce Permanent

CMY

We supply staﬀ around the clock 365 days a year and provide a professional and transparent recruitment solution.

www.staffukbolton.com 01204 399700

EST VEST SERVICES

experience seriousness professionalism

S K I L L E D & U N S K I L L E D ST AFF organising job fairs large database of resumes experience with UK employers

I N F O R M A T I O N

Telephone +44 (0) 1937 580400 Facsimile +44 (0) 1937 580499 www.gisltd.co.uk

P O W E R H O U S E

I N F O R M AT I O N P O W E R H O U S E

Head office: 3 Tolbei Street Entr A Ap 12 Sector 2 Bucharest Romania Telefon: 004 0744367473 Email: alex_rombar@live.com Web: www.europik.com

Fax back to advertise If you are interested in advertising in the next issue of The Association of Labour Providers Directory & Handbook, please complete the section belo足足w and fax back to us on 01937 580488. Company Name

.....................................................................................................................................

Company Address

................................................................................................................................

............................................................................................................................................................................ ............................................................................................................................................................................

Contact Name ........................................................................................................................................... Position

........................................................................................................................................................

Telephone No.

. . ......................................................................................................................................

Fax No. ......................................................................................................................................................... E-mail Address

........................................................................................................................................

We will then forward the rate card and specifications to you for your perusal. If, in the meantime, you require any further information, please contact the sales team on 01937 580477.

The information powerhouse Group Information Services, 2 Highcliffe Court, Greenfold Lane, Wetherby, West Yorkshire LS22 6RG Tel: (01937) 580477 Fax: (01937) 580488 E-mail: sales@gisltd.co.uk

If you would like to advertise in the next issue of the Association of Labour Providers Directory & Handbook we will be happy to supply you with the relevant booking form with schedule dates for artwork.

The information powerhouse Group Information Services, 1â&#x20AC;&#x201C;2 Highcliffe Court, Greenfold Lane, Wetherby, West Yorkshire LS22 6RG Tel: (01937) 580477 Fax: (01937) 580488 E-mail: sales@gisltd.co.uk

ALP MEMBERS DIRECtOrY 103

AWARD WINNING RECRUITMENT SOLUTIONS Meridian Business Support is one of the largest privately owned recruitment specialists in the UK, we have been providing effective temporary and permanent recruitment solutions to many of the UK’s top 100 companies for 25 years. We are GLA Licensed, a corporate member of the REC and all Meridian’s recruitment consultants are REC qualified. Our ISO 9001:2008 accredition governs our recruitment practices and procedures, offering our clients a premium service and peace of mind. Roles covered include: Production Operatives • Warehouse • Factory • Logistics • Despatch Operatives Hygiene Operatives • Pickers/Packers • Engineering • New Product Development Mixers • Machine Technicians • Shift Managers • Plant Managers Production Managers and many more ...

For more information visit www.meridianbs.co.uk or call Customer Services on 0161 929 3849

Broaden Your Horizons With Meridian www.meridianbs.co.uk

ALP Members 1st Stop Recruitment Ltd

Ablet Ltd

Lesley Whiting

Manjinder Aytain

6 Jubilee Walk, Haverhill, Suffolk, CB9 8DA t: 01440 763021 e: lesley@1ststoprecruitment.co.uk w: www.1ststoprecruitment.co.uk

160 Oxhill Road, Birmingham, West Midlands, B21 8EP t: 07886 558583 e: msaytain@hotmail.com

360 Recruitment Ltd

Tony McClenaghan

Gregory Tyler

37 High Street, Corby, Northamptonshire, NN17 1UU t: 01536 260045 e: tony@activerecruitmentacademy.co.uk w: www.activerecruitmentacademy.co.uk

The Landmark, Tudor Square, West Bridgford Nottingham, Nottinghamshire, NG2 6BT t: 01159 233 366 e: greg@360rec.co.uk w: www.360recruitment.uk.com

Active Recruitment Academy Ltd

ADS Recruitment Ltd Mike Panchmatia

Sarah Paradine

1 Queensway, Southampton, Hampshire, SO14 3AQ t: 023 8063 0077 e: mike@adsrecruitment.co.uk w: www.adsrecruitment.co.uk

AG Recruitment and Management SRL

A D & R Fisher

Estera Amesz

David Fisher

Norham Farm, Selling, Faversham, Kent, ME13 9RL t: 01227 753131 e: estera@agrecruit.co.uk w: www.agrecruit.co.uk

44 Churchfield Road, Outwell, Wisbech, Cambridgeshire, PE14 8RL t: 01945 772 608 e: fisher.regina@googlemail.com

A F Murray & Co Sandy Murray

Agentis Solutions Ltd Jane Fielden

Unthank Potato Stores, Trinity Road, Brechin, Angus, DD9 7PB t: 01356 623 548/07703 112160 e: afmurray2@btconnect.com

Unit 7, Friars Courtyard, 30-32 Princes Street, Ipswich, Suffolk, IP1 1RJ t: 01473 217399 e: jane@agentissolutions.com w: www.agentissolutions.com

Abbey Personnel Services Ltd

AGM Recruitment Ltd

Mark Straw

Grahame Warwick

3 Gowthorpe, Selby, North Yorkshire, YO8 4HE t: 01757 212020 e: mark.straw@abbeypersonnel.com w: www.abbeypersonnel.com

Stockton Business Centre, 70 Brunswick Street, Stockton on Tees, Cleveland, TS18 1DW t: 01642 345139 e: grahame@agmrecruitment.co.uk w: www.agmrecruitment.co.uk

Abby Services Ltd

Agrico Workforce Ltd

Olusegun Abiodun

Asen Gyuneliev

114 Eastwood Road, Boston, Lincolnshire, PE21 0PN t: 01205 368706 e: enquiries@abbyservicesltd.co.uk w: www.abbyservicesltd.co.uk

84 Luton Road, Chatham, Kent, ME4 5AB t: 01634 812 492 e: info@agricoworkforce.co.uk w: www.agricoworkforce.co.uk

ALP Members Directory / ALP Members

725 Ltd 193b Parrock Street, Gravesend, Kent, DA12 1EW t: 01474 533745 / 07944 513 039 e: sarah@725ltd.co.uk w: www.725ltd.co.uk

105

ALP Members

ALP Members Directory / ALP Members

Alpha Facilities Management Ltd Keith Nathan Chaworth Lodge, Annesley, Nottingham, Nottinghamshire, NG15 0AS t: 01623 723230 e: keith.nathan@aktrion.com w: www.alphafm.org

Maureen Bailey

American Work and Travel Srl

Bailie and Bailie Limited

Bela Kovacs

David Bailie

Str. Napoca nr 5 ap. 22, Cluj-Napoca, Jud.Cluj, Romania, 400088 t: 00407 4413 4820 e: bela.kovacs@workandtravel.ro w: www.workandtravel.ro

8 Bittern Way, Lincoln, Lincolnshire, LN6 0JG t: 01522 800 768 e: dee.bailie4@yahoo.com

Anglia Farmers Ltd

Will Goosen

Clarke Willis

Barway Road, Ely, Cambridgeshire, CB7 5TZ t: 01353 727200 e: will.goosen@gs-fresh.com w: www.gs-fresh.com

Honingham Thorpe, Colton, Norwich, Norfolk, NR9 5BZ t: 01603 881881 e: clarke.willis@angliafarmers.co.uk w: www.angliafarmers.co.uk

Anytime Resources Ltd Muhammad Malik Heathrow Cube, 9 Arkwright Road, Colnbrook, Berkshire, SL3 0HJ t: 01753 681 391 e: mn.malik@anytimeresourcesltd.com w: www.anytimeresourcesltd.com

Arran Forestry Company Scott Murdoch The Old Post Office, Lochranza, Arran, North Ayrshire, KA27 8HL t: 01770 830254 e: scotmurdoch22@hotmail.com

2-4 Palace Ave, White Rock, Hastings, East Sussex, TN34 1JR t: 01424 430033 e: admin@baileysjobagency.co.uk

Barway Services Ltd

Be Personnel Ltd Angela Brunton 85 High Street, Alness, Highland, IV17 0SH t: 01349 883 303 e: angela@bepersonneltd.com w: www.bepersonneltd.com

Best Opportunity s.r.l Tatiana Geogea Str Ion Neculce, NR 15, Sector 1, Bucharest, Romania, 011255 t: 0040 212221290 e: tatiana@jobopportunityuk.com w: www.jobopportunityuk.com

Blue Arrow Ltd

Assist Recruitment UK Ltd

Laura Sweeney

Phil Wheeler

800 The Boulevard, Capability Green, Luton, Bedfordshire, LU1 3BA t: 01582 692571 e: laura.sweeney@bluearrow.co.uk w: www.bluearrow.co.uk

Units 10 & 11b, Stonecross Place, Golbourne Warrington, Lancashire, WA3 3JD t: 01942-407750 e: philwheeler@assist-recruitment.co.uk w: www.assist-recruitment.co.uk

Aven Ltd Giedrius Venckunas 32 Corbyn Shaw Road, Kingâ&#x20AC;&#x2122;s Lynn, Norfolk, PE30 4UL t: 01553 761 576 e: gdrv@gotadsl.co.uk

106

Baileys Permanent Agency Ltd t/as Baileys Job Agency

Blue Mountain Recruitment Ltd Marilena Panaite 28 Sidney Close, Tunbridge Wells, Kent, TN2 5QQ t: 01892 549 961 e: bluemountainrecruitment@hotmail.co.uk w: www.bluemountainrecruitment.co.uk

ALP Members Borders Area Services Ltd

Century Services (UK) Ltd

Michael Bayne

Carl Allen

Galamoor House, Netherdale, Galashiels, Scottish Borders, TD1 3EY t: 01896 758 091 e: michael@ringleader.co.uk w: www.ringleader.co.uk

Rudd’s Yard, Garage Lane, Setchey King’s Lynn, Norfolk, PE33 0BE t: 07917 152009 e: century.services@hotmail.co.uk

Brigadiri OOD Stanimir Georgiev Residential Area: “Levski” V, Block: 25, Vhod: V, Etazh: Apartment 46, Sofia, Bulgaria, 1836 t: 07859 859859 e: office@brigadiri.com w: www.brigadiri.bg

C & H Agency t/as Staff UK Bolton Christine Green

Capital Outsourcing Group Food Ltd Andrew Moxey 3 Trinity Place, Midland Drive, Sutton Coldfield, West Midlands, B72 1TX t: 0844 873 2228 e: andrewm@coguk.com w: www.coguk.com

CC Business Services Ltd t/as City Centre Recruitment Dan Shrimpton 114 Old Christchurch Road, Bournemouth, Dorset, BH1 1LU t: 01202 586930 e: dan.shrimpton@city-centre.co.uk w: www.citycentrerecruitment.co.uk

Alison Clement 116 Lumley Road, Horley, Surrey, RH6 7JJ t: 01293 778 006 e: alison.clement@ciprecruitment.com w: www.ciprecruitment.com

City Resource Ltd Tom Owen 54b Broadway, Peterborough, Cambridgeshire, PE1 1SB t: 01733 344382 e: tom@cityresourceltd.co.uk w: www.cityresourceltd.co.uk

Cityfield Recruitment Ltd Marcos Aranibar The Old Airfield, City Fields Way, Tangmere, West Sussex, PO20 2FT t: 01243 755840 e: marcos@cityfield.co.uk w: www.cityfield.co.uk

Class1Personnel Bernadette Collins 1A High Street, Hounslow, Middlesex, TW3 1RH t: 0208 569 5055 e: bernadette@class1personnel.com w: www.class1personnel.com

Concept Recruitment Group Ltd

CDS Labour Ltd t/as CDS

Tracey Oxley

Carl Steele

4215 Park Approach, Thorpe Park, Leeds, North Yorkshire, LS15 8GB t: 08432 903323 e: traceyoxley@conceptrecruitment.com w: www.conceptrecruitment.com

The Office, Chapel Farm, Hop Pole Spalding, Lincolnshire, PE11 3DS t: 01775 302010 e: info@carldavidsteele.co.uk

Central Trade Sales Ltd t/as Central Labour Solutions

Concordia (UK) Ltd

Mike Pearson

19 North Street, Portslade, Brighton, East Sussex, BN41 1DH t: 01273 422 293 e: terry@concordia.org.uk w: www.concordiafarms.org

Westminster Buildings, 1-3 Mill Street, Crewe, Cheshire, CW2 7AE t: 01270 505 606 e: mike@centrallaboursolutions.co.uk

ALP Members Directory / ALP Members

Mawdsley Terrace, 17 Mawdsley Street, Bolton, Lancashire, BL1 1JZ t: 01204 399700 e: christine.green@staffukbolton.co.uk w: www.staffukbolton.com

CIP Recruitment Services Ltd

Terry Crosswell

107

ALP Members

C D

Connect Personnel Ltd Paul Bennett 5 Waterside Court, Galleon Boulevard, Crossways Business Park Dartford, Kent, DA2 6NX t: 01322 229 203 e: paul@connectpersonnel.co.uk w: www.connectpersonnel.co.uk

Contracts Support Services Ltd t/as CSS Recruitment & Training

ALP Members Directory / ALP Members

Stephen Gleeson

Darren McCarthy 235 Lynn Road, Wisbech, Cambridgeshire, PE13 3DZ t: 01945 465 321 e: darren@daranden.co.uk w: www.daranden.co.uk

Databail t/as CSA Recruitment Robert Rees

CSS House, 10-12 Manor Street, Braintree, Essex, CM7 3HP t: 01376 330 700 e: stephen.gleeson@csspeople.co.uk w: www.csspeople.co.uk

Llanelli Gate Business Park, Dafen, Llanelli, Carmarthenshire, SA14 8LQ t: 01554 746 746 e: robert@csarecruitment.co.uk w: www.csarecruitment.co.uk

Cordant Group Plc

DDL Recruitment Ltd

Ken Steers

Lakhbir Singh

Chevron House, 346 Long Lane, Hillingdon, London, UB10 9PF t: 01895 201800 e: ken.steers@cordantgroup.com w: www.cordantgroup.com

68 Churchbridge, Oldbury, West Midlands, B69 2AS t: 01215 528767 e: ddl.hayer@yahoo.com

Core Staff Services Ltd

Alan Precious

Marion Bird Office 18, Welland Work Space, 10 Pinchbeck Rd Spalding, Lincolnshire, PE11 1QD t: 01775 710226 /07946 395868 e: css@corestaffservices.co.uk

Crescent Trust Professional Services Ltd t/as Crescent Trust Charles James Surrey House, 41 High Street, Newmarket, Suffolk, CB8 8NA t: 01638 428183 e: info@crescent-trust.co.uk w: www.crescent-trust.co.uk

Crosby & Perrin Recruitment Solutions Ltd Vicky Crosby 263 Lord Street, Southport, Lancashire, PR8 1NY t: 01704 538636 e: vicky@cp-recruitment.com

Deepmist Ltd 67 Marshfield Road, Goole, East Yorkshire, DN14 5JQ t: 01405 720020 e: alan_precious@yahoo.co.uk

Deluxe Services Ltd Shamsher Goraya 32 The Boulevard, Crawley, West Sussex, RH10 1XP t: 020 8890 7574 e: sgoraya@deluxerecruitment.com w: www.deluxerecruitment.com

Diamond RG Ltd t/as Diamond Recruitment Rick Butterworth 3rd Floor, Causeway Tower, 9 James Street South, Belfast, County Antrim, BT2 8DN t: 028 9055 8000 e: butterworthr@diamondrg.com w: www.diamondrg.com

Crownwell Recruitment Kent Ltd t/as Best Network

Direct Response Employment Services

Sally Kennaird

43 Roundstone Street, Trowbridge, Wiltshire, BA14 8DE t: 01225 776 500 e: dmills@direct-response.co.uk w: www.direct-response.co.uk

84 High Street, Chatham, Kent, ME4 4DS t: 0845 459 8113 e: bestnetwork@inbox.com w: www.bestnetwork.org.uk

108

Daranden Ltd Agricultural Recruitment Specialists

Diane Mills

ALP Members Direct Staff UK

EST-VEST Services SRL

Mac Hear

Alexandru Barbacaru

Vista Business Centre, 50 Salisbury Road, Hounslow, Middlesex, TW4 6JQ t: 0208 538 0378 e: mac@directstaffuk.com w: www.directstaffuk.com

Str. Tolbei 3, Bl. C50, AP. 12, Sector 6, Bucharest, Romania, 061649 t: 0040 74436 7473 e: alex_rombar@yahoo.com w: www.europik.com

East Recruitment

Euro Contracts Services Ltd

Imelda Keturkaite

Alan Barber

43 Vaga Crescent, Ross-on-Wye, Herefordshire, HR9 7RQ t: 01989 763 284 e: eastrecruitment@rocketmail.com w: www.eastrecruitment.co.uk

268 Bath Road, Slough, Berkshire, SL1 4DX t: 01753 708506 e: ecs-limited@btconnect.com

Easyrecruituk.com Ltd

Deane Bekker

Fraser McLean

Clockhouse Farm, Packhouse Cottage, Coxheath, Kent, ME17 4PG t: 01622 743 992 e: europapersonnel@gmail.com w: www.europapersonnel.co.uk

EDS Recruitment Ltd t/a J & C Recruitment John Ransom Ivatt Way, Westwood, Peterborough, Cambridgeshire, PE3 7PG t: 01733 334 396 e: john@jandcrecruitment.co.uk

Europa Personnel Ltd

Europeople Ltd John Davison Unit 5, Stablethorpe, Thorpe Constantine Tamworth, Staffordshire, B79 0LH t: 01827 373 738 e: john.davison@europeople.co.uk w: www.europeople.co.uk

Euroployment Ltd

ELL Recruitment Ltd

Rodger Ashcroft

Margarita Naab

1 Sawtry Rd, Glatton, Huntington, Cambridgeshire, PE28 5RZ t: 01487 834348 e: roger@euroployment.co.uk w: www.euroployment.co.uk

4 Monument Close, Peterhead, Aberdeenshire, AB42 2ZB t: 01779 478239 e: ellrecruitment@yahoo.com

Encore Personnel Services Ltd Ian Briers Encore House, 32 Millstone Lane, Leicester, Leicestershire, LE1 5JN t: 0116 262 0651 e: ibriers@encorepersonnel.co.uk w: www.encorepersonnel.co.uk

Epton Employment Services Ltd Sue Epton 18 Brothertoft Road, Boston, Lincolnshire, PE21 8HD t: 01205 311 030 e: sue@eptonemployment.co.uk

ALP Members Directory / ALP Members

Tower Buildings, 48 West George Street, Glasgow, Lanarkshire, G2 1BP t: 03300 040506 e: fraser.mclean@easyrecruituk.com w: www.easyrecruituk.com

Evolve Employment Ltd Jonathan Pinkney Suite 1, Driffield Business Centre, Skerne Rd Driffield, East Yorkshire, YO26 6EF t: 01377 793005 e: info@evolveemployment.com w: www.evolveemployment.com

Extraman Ltd Adrian Gregory 2 Hogarth Place, Earls Court, London, SW5 0QT t: 02073 733 045 e: apg@extramanrecruitment.co.uk w: www.extramanrecruitment.co.uk

109

ALP Members

F G

Farm Solutions Ltd

Fusion Personnel Ltd

Joe Rowe

Harjit Padda

Renelec House, 46 New Street, Devizes, Wiltshire, SN10 1DT t: 01380 720 567 e: jrowe@farm-solutions.co.uk w: www.farmsolutions.ie

427 Quinton Road West, Quinton, Birmingham, West Midlands, B32 1QH t: 01212 465 996 e: admin@fusionpersonnel.co.uk w: www.fusionpersonnel.co.uk

First Call Contract Services Ltd

G M Recruitment Agency Ltd

David Segust

George Sheppard

16 Duke Street, Chelmsford, Essex, CM1 1HL t: 01245 255660 e: david.segust@firstcallcontractservices.co.uk w: www.firstcallcontractservices.co.uk

52 Tytton Lane East, Wyberton, Boston, Lincolnshire, PE21 7HW t: 01205 359 218 e: georgesheppard@tiscali.co.uk

First People Recruitment Ltd t/as FPR Group

ALP Members Directory / ALP Members

Stephen Rodger 22 Queens Road, Brighton, East Sussex, BN1 3XA t: 01273 202453 e: stephen@fprgroup.com w: www.firstpeoplerecruitment.com

Peter Blackmur 8 Market Place, Thetford, Norfolk, IP24 2AL t: 01842 820409 e: pblackmur@galaxypersonnel.co.uk w: www.galaxypersonnel.co.uk

gap personnel Holdings Ltd

Free2Move Ltd

Cathy Bateman

Stanimir Georgiev Alexandra House, 33 Alexandra Road, Wisbech, Cambridgeshire, PE13 1HQ t: 07859 859859 e: office@free2move.co.uk w: www.free2move.co.uk

gap personnel House, Unit K2, Yale Business Village, Wrexham Technology Park, Ellice Way Wrexham, Clwyd, LL13 7YL t: 01978 294 201 e: cathy.bateman@gap-personnel.com w: www.gap-personnel.com

Fruitful Jobs Ltd

Gateway Recruitment Services

Rachel Hubbard

Nigel Stearn

Windy Hollow, Upton Bishop, Ross-on-Wye, Herefordshire, HR9 7TT t: 01989 500 130 e: info@fruitfuljobs.com w: www.fruitfuljobs.com

Unit G, Camilla Court, Nacton Ipswich, Suffolk, IP10 0EU t: 01473 659859 e: nigel@grsrecruit.co.uk

Fruits of Labour Ltd

Richard Frost

Paul Woodrow-Hill

First Floor, 8 Hay Lane, Coventry, West Midlands, CV1 5RF t: 02476 553 553 e: enquiry@genesisemployment.net w: www.genesis-employment.co.uk

11 Penfolds Place, Arundel, West Sussex, BN18 9SA t: 01243 210241 e: paul@fruits-of-labour.com w: www.fruits-of-labour.com

Genesis Employment Services Ltd

Gi Group Recruitment Ltd

FTR London Ltd

Joanne Young

Aamir Zahid

Draefern House, Dunston Court, Dunston Road Chesterfield, Derbyshire, S41 8NL t: 01246 267000 e: joanne.young@gigroup.com w: www.gigroupuk.com

115 Fencepiece Rd, Ilford, Essex, IG6 2LD t: 0208 502 6227 e: saj@ftrlondon.co.uk

110

Galaxy Personnel Ltd

ALP Members HOPS Labour Solutions Ltd

Ruth Counsell

Mike Stirk

First Floor Knightrider Chambers, 12 Knightrider Street, Maidstone, Kent, ME15 6LP t: 01622 690 555 e: ruth@go-rg.com w: www.go-rg.com

YFC Centre, Stoneleigh Park, Kenilworth, Warwickshire, CV8 2LG t: 02476 689000 e: mike.stirk@hopsls.com w: www.hopslaboursolutions.com

Goldteam Recruitment Ltd

HR Essentials Ltd t/as Essential Recruitment

Amrah Ahmed

Gary Wilson

Montrose House, 1st Floor, 155-161 Farnham Road Slough, Berkshire, SL1 4XP t: 0870 7447456 e: amrah@goldteam.co.uk w: www.goldteam.co.uk

Blenheim Court, 17 Newbold Road, Chesterfield, Derbyshire, S41 7PG t: 01246 278 000 e: gary.wilson@essentialrecruitment.co.uk w: www.essentialrecruitment.co.uk

H2 Contracts Ltd

HR Recruitment Services Ltd

Neville McGroarty

RhondaLea MacDonald

Office Unit 6, Itec Business Park, 52 Armagh Road Newry, Co Down, BT35 6HL t: 028 30 262228 e: info@h2contracts.co.uk w: www.h2contracts.co.uk

272 Bath Street, Glasgow, Glasgow, G2 4JR t: 0141 354 1406 e: rhondalea.macdonald@hrrs.co.uk w: www.hrrecruitmentservices.com

Hands To Work Recruitment Ltd

IEPUK Ltd

Katarzyna Wieczorek Unit 1, Millbank Business Centre, 1 Williams Street, Southampton, Hampshire, SO14 5QH t: 07900 313298 e: kasia@handstowork.co w: www.handstowork.co.uk

Harper and Guy Consulting Ltd t/as H & G Recruitment Charlotte Harper E2 The Courtyard, Alban Park, St Albans, Hertfordshire, AL4 0LA t: 01707 636695 e: charlotte@h-g-recruitment.com w: www.h-g-recruitment.com

Heads Recruitment Ltd

Vanessa Peach 18 Leicester Road, Uppingham, Rutland, LE15 9SD t: 01572 823 934 e: info@iepuk.co.uk w: www.iepuk.co.uk

Interact Recruitment Sols Ltd Dawn Clough West Midlands House, Gipsy Lane, Willenhall, West Midlands, WV13 2HA t: 0845 388 1928/01902 482454 e: info@interactltd.co.uk w: www.interactltd.co.uk

Interaction Recruitment PLC

Chris Gorton

Geoff Holder

Kimada House, 442 Flixton Road, Flixton Manchester, Lancashire, M41 6EY t: 0161 746 8811 e: chris.gorton@heads-uk.com w: www.heads-uk.com

Interaction House, 43 High Street, Huntingdon, Cambridgeshire, PE29 3AQ t: 01480 436 111 e: geoff.holder@irweb.co.uk

Helping Hand Recruitment Ltd

Stephanie Dickens

Andrew David

22 Wide Bargate, Boston, Lincolnshire, PE21 6AD t: 01205 369944 e: business@llrecruitment.com w: www.llrecruitment.com

Customs House, The Quay, Penzance, Cornwall, TR18 4AA t: 01736 335 900 e: andrew.david@orange.fr

ALP Members Directory / ALP Members

Go Resource Group

Iwona Service Ltd t/as Local Link Recruitment

111

ALP Members

J K

J M Recruitment Ltd

JSSINA Ltd

Mike Bailey

Maksims Vapne

Colombier Building, Castle Road, Sittingbourne, Kent, ME10 3RN t: 01795 519000 e: mike@jm-recruitment.co.uk w: www.jm-recruitment.co.uk

Bulgaria, Latvia, Lithuania, Slovakia t: +44 (0)161 660 67 16 e: jssinaltd@gmail.com w: www.jssina.bg, www.jssina.lv, www.jssina.lt www.jssina.sk

J S Morris Agricultural Contractors

Kent Gurkha Company Ltd

Vincent Morris

Sanu Hajur Gurung

The Turnip House, Grives Farm, Kirkby in Ashfield, Nottinghamshire, NG17 9AL t: 07884 065 266 e: vin.morris@outlook.com w: www.jsmorris.co.uk

106 King Street, Maidstone, Kent, ME14 1BH t: 01622 752192 e: kentgurkha@hotmail.co.uk

Jark Industrial Ltd

ALP Members Directory / ALP Members

Paul Mizen Beechurst, 8 Commercial Road, Dereham, Norfolk, NR19 1AE t: 01362 656131 e: pmizen@jark.co.uk w: www.jark.com

JoAgri Labour Doreen Johnston PO Box 6627, Blairgowrie, Perth & Kinross, PH10 6WJ t: 07810 080493 e: doreen.johnston@btconnect.com

Joe Carter Ltd Joe Carter

David Simmons Higher Trevaskis Farm, Connor Downs, Hayle, Cornwall, TR27 5JQ t: 01736 850960 e: david@pesimmons.com w: www.pesimmons.com

Kettle Produce Ltd Crawford Comrie Balmalcolm Farm, Cupar, Fife, KY15 7TJ t: 01337 831000 e: crawford.comrie@kettle.co.uk w: www.kettle.co.uk

KHS Personnel Ltd Kevin McCormick

6 Mat Pits Lane, Wainfleet, All Saints Skegness, Lincolnshire, PE24 4LY t: 01754 881041 e: t99joe@yahoo.co.uk

City House, Stanford Street, Nottingham, Nottinghamshire, NG1 7BQ t: 0115 959 0555 e: km@khs-jobworld.co.uk w: www.khs-jobworld.co.uk

JPM Labour Services Ltd

Kings UK Ltd

Mark Robinson

Ahsan Mohammed

Unit 6, 1-2 North End, Swineshead Boston, Lincolnshire, PE20 3LR t: 01205 820066 e: jpmlabour@btconnect.com

Southernwood, Fordham Road, Newmarket, Suffolk, CB8 7AQ t: 01638 665 456 e: a.mohammed@kingsukgroup.com w: www.kingsukgroup.com

JSD Recruitment Services Ltd Jim Devlin Unit HD 5, Dungannon Enterprise Centre, Coalisland Road Dungannon, Tyrone, BT71 6JT t: 02887 726264 e: info@jsdrecruitment.com w: www.jsdrecruitment.co.uk

112

Kernow Labour Ltd

Kingston Facilities Management Ltd t/as KFM Recruitment Solutions Anthony Jackson 29 - 30 Silver Street, Hull, East Yorkshire, HU1 1JG t: 01482 210002 e: ajackson@kfmworld.co.uk w: www.kfmworld.co.uk

ALP Members MacPherson Contractors

Eva Maslocha

Marie MacPherson

Lower Rosudgeon Farm House, Prussia Cove Road, Rosudgeon, Penzance, Cornwall, TR20 9AX t: 01736 339118 e: eva.labourdirect@gmail.com

142 High Street, Newburgh, Fife, KY14 6DZ t: 01337 840217 e: ursula@theinvicta.eclipse.co.uk

Labour-Tech Recruitment Ltd

Masterstaff Ltd

Keith Wilson

Jon Howard

55 Market Street, Ely, Cambridgeshire, CB7 4LP t: 01353 664 200 e: info@labourtech.co.uk w: www.labourtech.co.uk

34 King Street, Lancaster, Lancashire, LA1 1RE t: 07535 023128 e: jon.howard@masterstaff.co.uk w: www.masterstaff.co.uk

Lincolnshire Recruitment Services Ltd

MC Personnel Ltd

Donald Grant

Danielle Cassidy

17 Gleedale, North Hykeham, Lincoln, Lincolnshire, LN6 8PN t: 01522 839373 e: granted456@gmail.com

83b High Street, Gillingham, Kent, ME7 1BL t: 01634 576111/07778 383 551 e: danielle.cassidy@mc-personnel.co.uk w: www.mc-personnel.com

Linklife Ltd

Mercury Personnel Solutions Ltd

Edward Roberts Bentley House, 16 Chearsley Road, Long Crendon, Buckinghamshire, HP18 9AW t: 01844 204320 e: edr@linklifeltd.co.uk w: www.linklifeltd.co.uk

Gary Turner Office 2 Morgan House, Gilbert Drive, Boston, Lincolnshire, PE21 7TQ t: 01205 368075 e: info@mercurypersonnelsolutions.co.uk w: www.mercurypersonnelsolutions.co.uk

Meridian Business Support Ltd

Lukas Labour Agency

Christian Rowe

Lukasz Zasada

Roberts House, Manchester Road, Altrincham, Cheshire, WA14 4PL t: 0161 929 3806 e: crowe@meridianbs.co.uk w: www.meridianbs.co.uk

Hawthorn House, Boston Road, Kirton, Lincolnshire, PE20 1DS t: 07979 330 772 e: zasada@btinternet.com

M & L Management Ltd Leslie Gilbert 8 Wellington Street, Southport, Merseyside, PR8 1QJ t: 07877 435593 e: les.gilbert@mail.com

M S Agricultural Services Ltd Mark Sargent 15a Wormgate, Boston, Lincolnshire, PE21 6NR t: 01205 359423 e: msasltd@hotmail.co.uk

L M

ALP Members Directory / ALP Members

Labour Direct (SW) Ltd

MHS Labour Services Kevin Spiers 14 Greenwood Avenue, Mansfield, Nottinghamshire, NG21 9QL t: 01623 824875 e: bigkev340@hotmail.com

Monitor Hygiene Services Ltd Michael Donnelly 3b Robins Wharf, Grove Rd, Northfleet Gravesend, Kent, DA11 9AX t: 01474 320435 e: mick@monitorservices.co.uk w: www.monitorservices.co.uk

113

ALP Members

ALP Members Directory / ALP Members

Mploy Staffing Solutions Ltd

On-Call Recruitment Ltd

Mark Nash

Adrian Rawden

Mployment House, 3 Longfleet Road, Poole, Dorset, BH15 2HN t: 01202 668360 e: mark@mploystaff.com w: www.mploystaff.com

25 Vivian Avenue, Sherwood Rise, Nottingham, Nottinghamshire, NG5 1AF t: 01158 715990 e: adrianrawden@oncallrecruitment.co.uk w: www.oncallrecruitment.co.uk

MRN Recruitment Ltd

One Call Recruitment Ltd

Brendan Moran

Martin Knowles

5B Sheep Market, Spalding, Lincolnshire, PE11 1BH t: 07713 113 248 e: brendan@mrnrecruitment.co.uk w: www.mrnrecruitment.co.uk

30c Lincoln Road, Peterborough, Cambridgeshire, PE1 2RL t: 01733 560408 e: martin@onecallrecruitment.co.uk w: www.onecallrecruitment.co.uk

North Kesteven Agricultural Services

Option A Ltd

Tom Pearson

Nick Scott

Station Yard, Station Road, Scredington Sleaford, Lincolnshire, NG34 0AA t: 01529 419009 e: tompearson@cmagriculture.com

Old Cambus Quarry, Cockburnspath, East Lothian, TD13 5YS t: 01368 830 448 e: nicks@rkdrysdale.co.uk w: www.rkdrysdale.co.uk

Novair Ltd t/as Nationwide Services Sarah Bannister Security House, 6 Tilbury Avenue, Holbeck Leeds, West Yorkshire, LS11 0BP t: 0113 276 0330 e: sarah.bannister@24nationwide.co.uk w: www.24nationwide.co.uk

NRS Recruitment Services Limited Nicholas Berry 9 Magee Street, Northampton, Northamptonshire, NN1 4JT t: 01604 615825 e: nick@nrsrecruitment.co.uk w: www.nrsrecruitment.co.uk

Omega Work and Travel Ltd Ivan Vasilev 38a Hristo Botev Street, Floor 2 Apartment 4, Nova Zagora, Bulgaria, 8900 t: 0035945762185 e: omegaworkandtravel@gmail.com w: www.omegaworktravel.com

114

OSR Recruitment Services Ltd Dennis Tennial First Floor, 2-4 Carr Street, Ipswich, Suffolk, IP4 1EJ t: 01473 222311 e: dennis@osr-recruitment.co.uk w: www.osr-recruitment.co.uk

P G Agricultural Ltd Mary Cooper 25 William Bradford Close, Austerfield, Doncaster, South Yorkshire, DN10 6RB t: 01302 710774 e: macoop659@aol.com

Partners Employment European Recruitment Ltd Lynda Huxham 7 Church Walk, Trowbridge, Wiltshire, BA14 8DX t: 01225 760777 e: enquiries@peer.uk.com w: www.peer.uk.com

Omni Facilities Management Ltd

PCS Poultry Services Ltd

Edward Murray

Graham Gadsby

3 Albion Count, Albiob Place, London, W6 0QT t: 020 8741 1190 e: edward.murray@omnifm.com w: www.omnifm.com

Unit 29, Northwick Business Centre, Blockley, Gloucestershire, GL56 9RF t: 01386 701 812 e: graham@pcspoultry.com w: www.pcspoultry.com

ALP Members Pilgrim Agricultural Contractors Ltd

Prestige Recruitment Specialists Ltd

Neil Edge

Vicky Black

100 Wide Bargate, Boston, Lincolnshire, PE21 6SE t: 07725 257 211 e: pilgrimagri@aol.com

12 Bowlalley Lane, Hull, East Yorkshire, HU1 1XR t: 01482 212 581 e: vblack@prestige-recruitment.com w: www.prestige-recruitment.com

Pinkmead Farm Ian King Pinkmead Farm, Botley, Hampshire, SO30 2HA t: 01489 782469 e: pinkmeadfarm@btinternet.com

Pirates Cutters Ltd Ryszard Jonski

PRG Recruit Ltd Peter Green The Lodge, 71-73 Doddington Road, Wellingborough, Northamptonshire, NN8 2JH t: 01933 274211 e: peter@prgrecruit.co.uk w: www.prgrecruit.co.uk

Pride Management Service Ltd Shilpee Srivastava

PJL Recruitment

Suite 50A, Windmill Business Centre, Southall, Middlesex, UB2 4NJ t: 02085 745065 e: info@pridemsl.com w: www.pridemsl.com

Darren Overton

Prime Time Recruitment Ltd

30 Pen Street, Boston, Lincolnshire, PE21 6TJ t: 01205 311493 e: info@pjlrecruitment.co.uk w: www.pjlrecruitment.co.uk

Ken Steers

PMP Recruitment Ltd David Stott 1 Hazelwood Road, Northampton, Northamptonshire, NN1 1LG t: 01604 877200 e: david.stott@pmprecruitment.co.uk w: www.pmprecruitment.co.uk

Premier Recruitment Solutions Ltd Ryan Mckinlay 56A London Road, Southampton, Hampshire, SO15 2AH t: 02380 202666 e: ryan@premierrecruitmentsolutions.co.uk w: www.premierrecruitmentsolutions.co.uk

Premiere Employment Group Ltd t/as Premiere People David Cottington 7th Floor, Blackfriars House, 1 The Parsonage Manchester, Lancashire, M3 2JA t: 02476 555000 ext: 213 e: david.cottington@premiere-agency.com

Oriel House, 55 - 57 Sheep Street, Northampton, Northamptonshire, NN1 2NE t: 01604 602 700 e: ken.steers@cordantgroup.com w: www.primetime.co.uk

Pro-Force Ltd Paddy Digby-Baker Hunstead House, Nickle Farm, Chartham, Kent, CT4 7PE t: 01227 733880 e: paddy@pro-force.co.uk w: www.pro-force.co.uk

ALP Members Directory / ALP Members

68 Eastwood Road, Boston, Lincolnshire, PE21 0PL t: 01205 839457/07969874593 e: jonski.r@wp.pl

Quattro Recruitment Ltd Mark Brown The Red Building, Old Bank of England Court, Queen Street, Norwich, Norfolk, NR2 4SX t: 01603 767 617 e: mark@quattrorecruitment.co.uk w: www.quattrorecruitment.co.uk

Quest Employment Ltd David Parker 112 Abington Street, Northampton, Northamptonshire, NN1 2BP t: 01604 232 227 e: david.parker@questemployment.co.uk w: www.questemployment.co.uk

115

ALP Members

Ramsgate Consultants Ltd t/a Industrial Temporaries

Red Recruitment 24/7 Ltd

Gary McAuliffe

78 Newland, Lincoln, Lincolnshire, LN1 1YA t: 01522 522 922 e: mark@redrec247.co.uk w: www.redrec247.co.uk

122 Walsgrave Road, Coventry, West Midlands, CV2 4AX t: 02476 651651 e: gary@indtemps.co.uk w: www.industrialtemporaries.co.uk

Rapid Employment & Recruitment Ltd Lionel Sheffield 33a Regal Road, Wisbech, Cambridgeshire, PE13 2RQ t: 01945 474 355 e: lionel@rapid-employment.com w: www.rapid-recruitment.com

Rapid Recruit Ltd

ALP Members Directory / ALP Members

Patricia Loughlin 9a Hargreaves Street, Burnley, Lancashire, BB11 1LH t: 0844 8112100 e: trisha@rapid-recruit.com w: www.rapid-recruit.com

RE Resource Group Richard East CPS House, 7-9 Ambrose Street, Cheltenham, Gloucestershire, GL50 3QR t: 01242 505 400 e: richarde@reresourcegroup.co.uk w: www.reresourcegroup.co.uk

Recroot Ltd Joe Marrs 22 High Street, Brandon, Suffolk, IP27 0AQ t: 01842 814815 e: joemarrs@recroot.net w: www.recroot.net

Recruit Right Ltd Helen Cornah Second Floor, Marwood House, Riverside Business Park, Bromborough, Wirral, Merseyside, CH62 3QX t: 0151 737 5564 e: helen@recruit-right.com w: www.recruit-right.com

116

Mark Morley

Red Rock Partnership Ltd Matthew Pearl 8 Napier Court, Gander Lane, Barlborough Chesterfield, Derbyshire, S43 4PZ t: 01246 575250 e: matthewpearl@redrockpartnership.co.uk w: www.redrockpartnership.co.uk

Red Star Personnel Ltd Kiryl Chupryk Suite 3, RBR House, Hawksworth Road Telford, Shropshire, TF2 9TU t: 07738 599 929 e: redstarpersonnel@gmail.com w: www.redstarpersonnel.com

Reliance Employment Driving & Industrial Ltd t/as Reliance Employment Geoff Carr 34 Broomfield Road, Chelmsford, Essex, CM1 1SW t: 020 8889 9399 e: geoff@relianceemployment.com w: www.relianceemployment.com

RFC Recruitment Solutions Ltd Reggie Campbell 155-156 High Street, Southampton, Hampshire, SO14 2BT t: 023 8022 6644 / 07812 084023 e: reggie@rfcsolution.com w: www.rfcsolution.com

Richard Rowan Richard Rowan Coombe Lynher, Saltash, Cornwall, PL12 5AJ t: 01752 851287 e: richardrowancoombe@googlemail.com

Red Eagle Ltd

Ringlink Services Ltd

Wayne Hodgson

Graham Bruce

39 Bouverie Square, Folkestone, Kent, CT20 1BA t: 01303 851133 e: wayne@redeagle.jobs w: www.redeagle.jobs

Cargill Centre, Business Park, Aberdeen Road, Laurencekirk, Aberdeenshire, AB30 1EY t: 01561 377 790 e: laurencekirk@ringlinkservices.co.uk w: www.ringlinkservices.co.uk

ALP Members Riverside Recruitment Ltd

Scope HR Solutions Ltd

Faye Francis

David West

1st Floor, 113 High Street, Midsomer Norton, Radstock, Somerset, BA3 2DA t: 01761 410433 e: staff@riversiderecruit.co.uk

Kent House, Romney Place, Maidstone, Kent, ME15 6LH t: 01622 685259 e: david.west@scope4jobs.com w: www.scope4jobs.com

Rural Development Services Ltd Austin Duigan 54 Church Road, Gracehill, Ballymena, County Antrim, BT42 2NL t: 0282 565 1283 e: skilpatrick@donegalfrs.com w: www.farmrelief.co.uk

S & A Poultryâ&#x20AC;&#x2122;s Angela Lowe

S & D Recruitment Ltd Sasha Shirbon 69 Boothferry Road, Goole, East Yorkshire, DN14 6BB t: 01405 767 600 e: sashashirbon@sdrecruitmentltd.co.uk w: www.sdrecruitmentltd.co.uk

S P Work Agency Stefan Petrov 16 Queens Avenue, Chester, Cheshire, CH1 3BG t: 07845 129804/00359 88 88 88 411 e: office@spworkagency.com w: www.spworkagency.com

S&B Temporary Site Services Barry Irons

Skillsco UK Ltd Robin Brisley 46 Market Place, Leicester, Leicestershire, LE1 5GF t: 01162 619339 e: rob@skillsco.co.uk w: www.skillsco.co.uk

Smith and Reed Recruitment (SW) Ltd Mark Bamber 30 Ferris Town, Truro, Cornwall, TR1 3JJ t: 01872 222338 e: mark.bamber@smithandreed.co.uk w: www.smithandreed.co.uk

South West Recruitment Ltd Alan Hoey 1 Holdenhurst Road, Bournemouth, Dorset, BH8 8EH t: 01202 292907 e: alan@swr.uk.net w: www.swr.uk.net

SR Catchers Ltd Shaun Miles 4 Northside, Wells Road, Chilcompton Radstock, Somerset, BA3 4ET t: 01761 233923 e: shaun@accounting-solution.co.uk

ALP Members Directory / ALP Members

6 Oakland Road, Forest Town, Mansfield, Nottinghamshire, NG19 0EJ t: 01623 469698 e: angel.lowe@ntlworld.com

Staff Finders (Yorkshire) Ltd Andrew Abraham

c/o H M Foods, Bridge Road, Southall, Middlesex, UB2 4AG t: 020 8571 9066 e: barryirons@sbsiteservices.eclipse.co.uk

The Old School House, 43 Baker Street, Hull, East Yorkshire, HU2 8HP t: 01482 211000 e: andrew@staff-finders.co.uk w: www.staff-finders.co.uk

Sastak Services Ltd

Stafflex Ltd

Harriet Evans

Brian Stahelin

1&7 BDC Business Park, Craven Arms, Shropshire, SY7 8DZ t: 01588 673 636 e: office@sastak.com w: www.sastak.com

International House, Chapel Hill, Huddersfield, West Yorkshire, HD1 3EE t: 01484 351010 e: brianstahelin@stafflex.co.uk w: www.stafflex.co.uk

117

ALP Members

ALP Members Directory / ALP Members

Staffline Recruitment Ltd

Swanstaff Recruitment Ltd

Andy Hogarth

Stephen Rogers

The Triangle, NG2 Business Park, Nottingham, Nottinghamshire, NG2 1AE t: 01159 500885 e: andy.hogarth@staffline.co.uk w: www.staffline.co.uk

1 White Oak Square, London Rd, Swanley, Kent, BR8 7AG t: 01322 618 100 e: stephenrogers@swanstaff.co.uk w: www.swanstaff.co.uk

Stafforce Personnel Ltd

Sylvestrus Ltd

Tony Boorman

Dietrich Pannwitz

Reginald Arthur House, 2-8 Percy Street, Rotherham, South Yorkshire, S65 1ED t: 01709 377177 e: tony.boorman@stafforce.co.uk w: www.stafforce.co.uk

1A Broadstone Park, Inverness, Highland, IV2 3JZ t: 01463 237812 e: treeman@tesco.net w: www.sylvestrus.co.uk

Staffpoint Employment & Recruitment Ltd

Taskmaster Resources Ltd

Max Ross

Andrew Skorupka

Swan House, 11 Guild Street, Stratford-Upon-Avon, Warwickshire, CV37 6RE t: 01789 204505 e: maxross@staffpoint.co.uk w: www.staffpoint.co.uk

8 Leodis Court, David Street, Leeds, West Yorkshire, LS11 5JJ t: 01132 465995 e: askorupka@tmrec.com w: www.tmrec.com

Storm Recruitment Ltd

Taylor Made Services UK Limited

Steve Botting

Christopher Taylor

Storm House, 27/28 Commercial Road, Swindon, Wiltshire, SNI 5NS t: 01793 481301 e: steve@storm-recruitment.co.uk w: www.storm-recruitment.co.uk

Taylor Martin Recruitment Limited

Stuart Shenton Farm Relief Services Ltd

Robert Taylor

Stuart Shenton

Top Floor Chiltern House, St Nicholas Court, 25-27 Castle Gate Nottingham, Nottinghamshire, NG1 7AR t: 0115 882 0216 e: rob@taylormartinrecruitment.co.uk w: www.tmrecruitmentgroup.co.uk

4 Willow Court, Middlewich, Cheshire, CW10 9EL t: 07796 233068 e: stuart.shenton@yahoo.co.uk

Supreme Workforce Ltd Amarjit Purewal 37A Upper Wickham Lane, Welling, Kent, DA16 3AB t: 0208 304 4660 e: kulwinder@supremeworkforce.co.uk

SureStaff Lincs Ltd t/as SureStaff Recruitment

118

20 Willoughby Rd, Boston, Lincolnshire, PE21 9EG t: 01205 367686/07522 607048 e: taylormadeltd@yahoo.co.uk

Team Support trading in Scotland as Margaret Hodge Greg Taylor 18 The Broadway, Stratford, London, E15 4QS t: 0208 519 6622 e: gtaylor@tss.uk.com w: www.teamsupport.co.uk

Andrew Phillips

Temporary Labour Solutions Limited

18 Hickman Street, Gainsborough, Lincolnshire, DN21 2DZ t: 01427 811812 e: info@surestaff.co.uk w: www.surestaff.co.uk

Paul Finney Unit 4, Langthwaite Business Park, South Kirkby Pontefract, North Yorkshire, WF9 3AP t: 07501 466 428 e: paul@temporarylaboursolutions.co.uk

ALP Members The Best Connection Group Ltd

Thorns Workforce Ltd

Michael Cooper

Gergely Zsiko

9 Birmingham Street, Halesowen, West Midlands, B63 3HN t: 0121 504 3161 e: mike.cooper@thebestconnection.co.uk w: www.thebestconnection.co.uk

Mahollam Farm Yard, Kington, Herefordshire, HR5 3PT t: 0783 2253290 e: zsikogery@aol.com

The Labour Bureau Andrew Everitt 30 Matmore Gate, Spalding, Lincolnshire, PE11 2PN t: 0771 08 59524 e: thelabourbureau@btinternet.com

The Staffing Group t/as Extra Personnel Ltd Julie Giles

The Staffing Group t/as Single Resource Ltd Jeremy McGrail Forster House, Hatherton Rd, Walsall, West Midlands, WS1 1XZ t: 01922 615488 e: jeremy.mcgrail@thestaffinggroup.co.uk w: www.singleresource.co.uk

The Training and Recruitment House Ltd Jonathan McComb

Three Way Solutions Ltd Huw Griffiths 336-338 Huddersfield Road, Salterhebble Hill, Halifax, Yorkshire, HX3 0QT t: 01422 322 733 e: huw.griffiths@threewaysolutions.co.uk w: www.threewaysolutions.co.uk

Total Labour Solutions Bernard Gaughan Main Office, 5 West Garleton, Haddington, East Lothian, EH41 3SL t: 01620 824 700 e: info@totallaboursolutions.com w: www.totallaboursolutions.com

Turner Stubbs Ltd Rob Bacon Office Suite B, 40 George Street, Nottingham, Nottinghamshire, NG1 3BG t: 0115 950 3030 e: robbacon@turnerstubbs.com w: www.turnerstubbs.com

UAB â&#x20AC;&#x153;Agropraktikaâ&#x20AC;?

51 Church Street, Portadown, County Armagh, BT62 3EU t: 0283 839 4580 e: jonathan@thetrainingandrecruitmenthouse.co.uk w: www.thetrainingandrecruitmenthouse.co.uk

Katarzyna Babells

The Workshop (Wisbech) Ltd

UAB JP Labour

Ruth Whitehurst

Joseph Kvedys

23 The Horse Fair, Wisbech, Cambridgeshire, PE13 1AR t: 01945 580111/01945 580100 e: workshopboss@aol.com w: www.theworkshopwisbech.co.uk

56 The Boundary, Bedford, Bedfordshire, MK41 9HA t: 07723 344558 e: joe@jplabour.com w: www.jplabour.com

Thomas Whittle Contracts Ltd

UK Recruitment Agency Ltd

Elaine McKenzie

Rasa Jokubaitiene

Muiredge Farmhouse, Methilhaven Road, Buckhaven, Leven, Fife, KY8 1EF t: 01592 715004 e: elainemckenzie_9@hotmail.co.uk

Highland Farm, Silt Pit Lane, Wyberton Boston, Lincolnshire, PE21 7AG t: 01205 366221 e: highland.farm@btconnect.com

Lvovo 89a-1, Vilnius, Lithuania, LT-08104 t: 00370 5272 7768 e: katarzyna@agropraktika.lt w: www.agropraktika.lt

ALP Members Directory / ALP Members

Forster House, Hatherton Road, Walsall, West Midlands, WS1 1XZ t: 01922 615 488 Ext:3226 e: julie.giles@thestaffinggroup.co.uk w: www.extrapersonnel.co.uk

119

ALP Members

U W

Umbrella Resourcing Ltd

Vital Recruitment (UK) Ltd

Christine Poulter

Kevin Billingsley

Peel House, Town Field Villas, Town Fields Doncaster, South Yorkshire, DN1 2JH t: 01302 326 356 e: tina@umbrellaresourcing.co.uk w: www.umbrellaresourcing.co.uk

Office 29, Planetary Road Business Centre, Planetary Road, Wolverhampton, West Midlands, WV13 3SW t: 01902 866436 e: kevin@vitalrecruitment.co.uk

Unique Employment Services Ltd Adrian Ormes Office 8/9 Welland Workplace, Pinchbeck Rd, Spalding, Lincolnshire, PE11 1QD t: 01775 761126 e: adrian@unique-employment.co.uk w: www.unique-employment.co.uk

Universal Consulting s.r.o.

ALP Members Directory / ALP Members

Lucia Hencelova Sturovo Namestie 18, Trencin, Bratislava, Slovakia, 911 01 t: 00421 327440174 e: lucia@universalconsulting.sk w: www.universalonsulting.sk

V V Workers Ltd Vanya Vasileva 143 Coulsdon Road, Caterham on the Hill, Surrey, CR3 5NJ t: 07825 086950 e: vanyavas@yahoo.co.uk w: www.vvworkers.co.uk

van Stomp Ltd

Wayne Cottrill Fridaybridge Farm Camp, 173 March Road, Fridaybridge, Wisbech, Cambridgeshire, PE14 0LR t: 01945 580 806 e: enquiries@wmsfridaybridgecamp.co.uk w: www.wmsfridaybridgecamp.co.uk

Work and Earn Paul Haralambie str. Patru Cercel, nr. 16, bl.31A, ap14 cam2, Targoviste, Romania, t: 07454 794 362 e: catalin_haralambie@yahoo.com

Workmates Premier Ltd Janet Kirkwood 24 Station Road, Bognor Regis, West Sussex, PO21 1QE t: 01243 842765 e: Janetk@workmates247.com w: www.bognorregisrecruit.co.uk

Workplace Recruitment Ltd

Leon Jonck

Nick Day

Dernford Barn, Dernford Farm, Sawston Road, Stapleford, Cambridge, Cambridgeshire, CB22 5DY t: 01223 506384 e: leon@vanstomp.co.uk w: www.vanstomp.co.uk

9, Silver Street, Trowbridge, Wiltshire, BA14 8AA t: 01225 781 227 e: nick@ourworkplace.co.uk w: www.ourworkplace.co.uk

Vital People Ltd

Wowo

Jason Fox

Jean Cragg

6th Floor, Hilton House, Lord Street Stockport, Cheshire, SK1 3NA t: 0161 474 0254 e: jason.fox@vital-people.co.uk w: www.vital-people.co.uk

Wapsbourne Manor, Uckfield, East Sussex, TN22 3QT t: 01825 721914 e: human.resources@wowo.co.uk

Vital Recruitment (Peterborough) Ltd

120

WMS Recruitment Ltd

Wykeham Staff Services Ltd

Janice Goult

Martin Payne

Endeavour House, Saville Rd, Peterborough, Cambridgeshire, PE3 7PS t: 01733 331155 e: janice.goult@vitalrecruitment.com w: www.vitalrecruitment.com

Gate Farm, Holbeach Road, Spalding, Lincolnshire, PE12 6JR t: 01775 762880 e: wykehamstaffservices@btconnect.com w: www.wykehamstaffservices.co.uk

ALP Members Xpress Solutions Recruitment Ltd

Yourstaff

Sarah Sanderson

Pedro Garcia

25 Queen Street, Oldham, Lancashire, OL1 1RD t: 0161 484 3800 e: info@xpresssolutions.co.uk

57A Hawthorn Road, Bognor Regis, West Sussex, PO21 2BW t: 01243 602 652 / 01243 824 878 e: info@yourstaffrecruitment.com w: www.yourstaffrecruitment.com

Yorkshire Repak Ltd Terry Foy Summer Lane, Barnsley, South Yorkshire, S70 2NP t: 01226 204747 e: terry@yorkshirerepak.co.uk

Yorkshire Staffing Services Ltd Jo Roberts

X Z

YSP Bulgaria Ltd t/as Yearly and Seasonal Personnel Christine Lumb 54 Pembroke Crescent, Hove, East Sussex, BN3 5DG t: 07718 309 333 e: christine@ukbrigade.com w: www.ukbrigade.com

ALP Members Directory / ALP Members

Unit 2, 48 Pasture Road, Goole, East Yorkshire, DN14 6EZ t: 01405 780 404 e: info@yorkshirestaffingservices.co.uk w: www.yorkshirestaffingservices.co.uk

If your ALPâ&#x20AC;&#x2C6;Handbook is not required or has been delivered to an incorrect address, please return to: Association of Labour Providers, Camberley House, 1 Portesbery Road, Camberley, Surrey, GU15 3SZ

121

ALP Associate Members

ALP Members Directory / ALP Associate Members

122

2 Sisters Food Group

Direct Table Foods Ltd

Fergus Morgan

Diane Zabroski

Dial Lane, Off Richmond Street, West Bromwich, West Midlands, B70 0EB t: 0870 458 9700 e: fergus.morgan@2sfg.com w: www.2sfg.com

Saxham Business Park, Bury St Edmunds, Suffolk, IP28 6RX t: 01284 747 819 e: diane.zabroski@directtable.co.uk w: www.directtable.co.uk

ABP UK

Emmett UK Ltd

Steve Hardcastle

Ausra Derrett

6290 Bishops Court, Birmingham Business Park, Birmingham, West Midlands, B37 7YB t: 0121 717 2500 e: steve.hardcastle@abpbeef.com w: www.abpfoodgroup.com

Washway Road, Fosdyke, Spalding, Lincolnshire, PE12 6LQ t: 01205 260 000 e: ausra.derrett@emmettuk.com w: www.emmettuk.com

allianceHR Ltd

ERMS (UK) Ltd

Jerry Camp

David Christmas

Camberley House, 1 Portesbery Road, Camberley, Surrey, GU15 3SZ t: 01276 919090 e: enquiries@alliancehr.co.uk w: www.alliancehr.co.uk

Frans House, Fenton Way Chatteris, Cambridgeshire, PE16 6UP t: 01354 694 000 e: david.christmas@ermsuk.com w: www.ermsuk.com

Bakkavor Foods

Finlay Flowers UK Ltd

Gillian Haythornthwaite

David Brown

West Marsh Road, Spalding, Lincolnshire, PE11 2BB t: 01775 763059 e: gillian.haythornthwaite@bakkavor.co.uk w: www.bakkavor.com

Great North Road, Sandy, Bedfordshire, SG19 2AJ t: 01767 640421 e: david.brown@finlays.net w: www.finlays.net

Barfoots of Botley Ltd

Freshtime UK Ltd

Tom Spragg

Joanna Campling

Sefter Farm, Pagham Road, Bognor Regis,West Sussex, PO21 3PX t: 01243 268 811 e: tom@barfoots.co.uk w: www.barfoots.co.uk

Riverside Estate, Boston, Lincolnshire, PE21 7PJ t: 01205 312010 e: joanna.campling@freshtime.co.uk w: www.freshtime.com

Bernard Matthews Foods Ltd

Fyffes Group Ltd

Denise Mann

Jon Tugwell

Great Witchingham Hall, Norwich, Norfolk, NR9 5QD t: 01603 875215 e: denise.mann@bernardmatthews.com w: www.bernardmatthewsfarms.com

Houndmills Rd, Houndsmills Industrial Estate, Basingstoke, Hampshire, RG21 6XL t: 01256 383232 e: jtugwell@fyffes.com w: www.fyffes.com

Cranswick Plc

Greenvale AP Ltd

Miranda Walker

Andy Ferguson

Straithes Road, Sutton Fields, Preston, Lancashire, HU12 8TB t: 01482 891 001 e: miranda.walker@cranswick.co.uk w: www.cranswick.plc.uk

Craigswalls, Duns, Berwickshire, TD11 3PZ t: 01890 818 181 e: andy.ferguson@greenvale.co.uk w: www.greenvale.co.uk

ALP Associate Members Hain Daniels Group

Orchard House Foods Ltd

Emma Proudley

Alda Ellison

4 Acorn Business Park, Killingbeck Drive, Leeds, West Yorkshire, LS14 6UF t: 07900 263185 e: emma.proudley@haindaniels.com w: www.haindaniels.com

79 Manton Road, Earlstrees Industrial Estate, Corby, Northamptonshire, NN17 4JL t: 01536 274164 e: aellison@ohf.co.uk w: www.ohf.co.uk

Lincolnshire Field Products Ltd

P.D. Hook (Hatcheries) Ltd

Wendy Woolf

Jackie Newman

Wool Hall Farm, Wykeham Spalding, Lincolnshire, PE12 6HW t: 01775 725 041 e: wendy.woolf@lincsfp.com

Cote, Bampton, Oxfordshire OX18 2EG t: 01993 850261 e: jackie_newman@pdhook.co.uk w: www.pdhook.co.uk

Mack Multiples Transfesa Road, Paddock Wood, Kent, TN12 6UT t: 01892 835 577 e: sue.leeves@mackmultiples.com w: www.mwmack.co.uk

Minor, Weir & Willis Ltd Parveen Mehta 241 Wellington Road, Perry Barr, Birmingham, West Midlands, B20 2QQ t: 0121 344 4554 e: parveen.mehta@mww.co.uk w: www.mww.co.uk

Natures Way Foods Ltd Anne Jewitt Park Farm, Chichester Rd, Selsey, West Sussex, PO20 9HP t: 01243 603111 e: recruitment@nwfltd.co.uk w: www.natureswayfoods.com

Noble Foods Ltd Kirsty Black Corringham Road, Gainsborough, Lincolnshire, DN21 1QH t: 01427 616667 e: kirsty.black@noblefoods.co.uk w: www.noblefoods.co.uk

PDM Produce (UK) Ltd Dawn Garmson Chadwell Park Farm, Great Chatwell Newport, Shropshire, TF10 9BN t: 01952 691617 e: dawn@pdmgroup.co.uk w: www.pdmgroup.co.uk

Samworth Brothers Ltd Deborah Carlin Bradgate Bakery, Madeline Road, Beaumont Leys, Leicester, Leicestershire, LE4 1WX t: 01162 361100 e: deborah.carlin@bradgate-bakery.co.uk w: www.samworthbrothers.co.uk

T H Clements & Son Ltd Rachel Gedney West End, Benington, Boston, Lincolnshire, PE22 0EJ t: 01205 760 456 e: rachelgedney@thclements.co.uk w: www.thclements.co.uk

ALP Members Directory / ALP Associate Members

Sue Leeves

Tulip Ltd Kirsty Wilkins Newtons Margate Industrial Estate, Bodmin, Cornwall, PL31 1HF t: 01208 262626 e: kirsty.wilkins@tulipltd.co.uk w: www.tulipltd.co.uk

123

ALP Service Partners

ALP Members Directory / ALP Service Partners

Andrew Thompson & Associates

Licence Bureau Ltd

Andrew Thompson

Mike Reed

Epsillon House, Ransomes Europark, Ipswich, IP3 9FJ t: 01473 276188 e: info@ataib.co.uk w: www.ataib.co.uk

5 Amberside House, Hemel Hempstead, Hertfordshire, HP2 4TP t: 01442 430 980 e: m.reed@investigation.co.uk w: www.licencebureau.co.uk

Brabners LLP

Optima Corporate Finance LLP

Paul Chamberlain

Philip Ellis

55 King Street, Manchester, M2 4LQ t: 0161 836 8800 e: paul.chamberlain@brabners.com w: www.brabners.com

10 Furnival Street, London, EC4A 1YH t: 0203 405 3166 e: philip@optimacf.com w: www.optimacf.com

Edgar Brooks & Co

Saffery Champness

Gary Brooks

Simon Kite

The Beeches, Clay Street, Soham, Cambridgeshire, CB7 5HH t: 01353 723007 e: gary.brooks@edgarbrooks.co.uk w: www.edgarbrooks.co.uk

City Tower, Piccadilly Plaz, Manchester, M1 4BT t: 0161 200 8383 e: simon.kite@saffery.com w: www.saffery.com

Graylink Technologies txtHire Mobile Recruiting

Speak Up Confidential Worker Helpline

Andy Coe

Gizelle Handy

The Old Barn, Stanbridge Farm, Sussex Road, Petersfield, Hampshire, GU31 5RB t: 01428 741514 e: andy@graylink.biz w: www.graylink.biz

Blythe Valley Innovation Centre, Blythe Valley Park, Solihull, B90 8AJ t: 0800 097 0128 e: info@peopleintouch.co.uk w: www.peopleintouch.co.uk

interSOFTWARE Adrian Kruger Entrance 3, Crossford Court, Sale Manchester, Lancashire, M33 7BZ t: 0161 969 4433 e: adrian.kruger@intersoftware.com w: www.intersoftware.com This directory was produced by Group Information Services Ltd, 2 Highcliffe Court, Greenfold Lane, Wetherby, West Yorkshire LS22 6RG. Tel: (01937) 580400 Fax: (01937) 580499 Email: office@gisltd.co.uk Web: www.gisltd.co.uk Recycling: This directory is printed using vegetable based inks, and is 100% recyclable. If you do not need this copy of the directory please pass it on to someone who does or return it for possible re-use. When you have finished with this directory, please recycle it Disclaimer: Whilst every care has been taken in compiling this publication and the statements it contains, neither the promoter nor the publisher can accept any responsibility for any inaccuracies, or for the products advertised. The design and layout of this directory remains the property of Group Information Services Ltd, it must not be reproduced or transmitted to a third party without prior written consent. ÂŠ November 2008. The information contained in this directory is correct at the time of going to print. Any missing or incorrect information will be updated and included in subsequent issues.

124

Providing 21st century recruitment solutions

Need a truly flexible workforce? Focused on minimising overall recruitment costs? Want to demonstrate legal compliance and ethical best practices?

0870 744 7456

www.goldteam.co.uk

info@goldteam.co.uk

Association of Labour Providers HANDBOOK & MEMBER DIRECTORY MAY 2014

PROMOTING

AGENCY LABOUR BEST PRACTICE

Handbook & Member Directory

May 2014