Overview of AWR workers rights to parity

Day 1:

These are an example of on site facilities, these include but are not limited to the following:

  • Access to internal vacancies
  • Crèche
  • Prayer room
  • Room
  • Car Parking
  • Canteen
  • Local pick-up/drop-off


Post 12 weeks:
After a twelve week period agency workers will be entitled to equal pay compared to a directly employed worker. Entitlements under “pay” may include but are not limited to the following:

  • Hourly/daily rate
  • Payment for shift/overtime/night work
  • Bonus or commission payments related to individual performance
  • Annual leave entitlement
  • Vouchers that have a monetary value (e.g. eye care, luncheon vouchers)
  • Working time (e.g. an employee can work a maximum of 35 hours per week)
  • Rest breaks
  • Paid time off for anti-natal appointments for pregnant workers


Out of scope:

  • Certain core contractual benefits are excluded from the AWR. These include:
  • Redundancy pay
  • Pension
  • Bonus related to company performance
  • Company sick, maternity and paternity pay
  • Benefits in kind that are not related to pay (e.g. reduced gym membership, private healthcare, discounted goods from a company shop)
  • Vouchers that are part of a salary sacrifice scheme (e.g. childcare vouchers)