1 year ago
We are passionate about the services we offer our candidates, and ensuring that we “do it right”. Too often we hear stories about candidates being taken advantage of, so while we cannot fix all the wrongs, we can arm our candidates with the knowledge of their rights when working through an agency or business.
As a work-seeker, it’s important for you to know that there are rules governing Employment Agencies and Employment Businesses and that you can ask questions if you feel they are not being followed.
There are differences between “Employment Agencies” and Employment Businesses”.
Under legislation, an “Employment Agency” ordinarily introduces candidates to client organisations for permanent vacancies or fixed term contract vacancies. In this instance, the Agency will charge the client organisation a fee, and the client organisation employs the candidate directly.
An “Employment Business” ordinarily supplies temporary workers. Again, any fees involved are charged to the client organisation, never the candidate. The Business will then take responsibility for paying the candidate.
The Cummins Mellor Group provide both services and will, therefore, fall under both definitions.
Employment agencies and employment businesses are regulated by the Employment Agencies Act 1973 and the Conduct of Employment Agencies and Employment Businesses Regulations 2003. Anyone running an employment agency or employment business has to follow certain rules.
In brief, an agency or business cannot:
The agency or business must also make sure workers are:
As a general rule agencies and employment businesses are prohibited from charging or seeking to charge work-seekers for the service of finding or seeking to find employment for them.
Agencies and employment businesses are also restricted from requiring work-seekers to use services for which they are entitled to charge, as a condition of providing work-finding services (such as CV writing services).
For more information on this get in touch:
Head of HR & Administration
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