These Regulations matter when a business uses labour hire, temp agencies or workforce providers. The legal risk often sits between three places: the hirer, the agency and the worker. Businesses should not assume the agency has handled everything if the worker is doing regular work in the business under the business's supervision.
Main laws
United Kingdom Regulation
Agency Workers Regulations 2010
The Agency Workers Regulations 2010 give qualifying agency workers rights connected to pay, working time and basic working conditions.
In forceUnited KingdomPlain-English guide4 practical checks
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Quick read
- These Regulations matter when a business uses labour hire, temp agencies or workforce providers.
- The legal risk often sits between three places: the hirer, the agency and the worker.
Likely relevant if
- Businesses using agency staff
- Recruitment and labour-hire agencies
- Retail, hospitality, care and warehouse operators using temps
Check first
- Identify agency workers and assignment lengths early
- Coordinate information between the hirer and agency
- Check equal-treatment rights where qualifying periods are met
What this means in practice
Key points
- The agency contract should say who supplies information and who handles pay changes.
- Long-running temp arrangements should be reviewed before they quietly become business-as-usual staffing.
- Managers should understand when an agency worker is not just a short-term cover resource.
When this law usually matters
Most businesses do not need to memorise the whole law. The useful starting point is to know when it is likely to affect a contract, customer journey, employee process, data flow or company decision.
Key points
- Businesses using agency staff
- Recruitment and labour-hire agencies
- Retail, hospitality, care and warehouse operators using temps
- Managers planning long assignments or repeat placements
What to check first
Sense check
- Identify agency workers and assignment lengths early
- Coordinate information between the hirer and agency
- Check equal-treatment rights where qualifying periods are met
- Keep assignment records, role descriptions and pay information clear
Documents and workflows to review
Key points
- Agency supply agreement
- Assignment schedules
- Role descriptions
- Timesheets and pay information
- Workforce planning notes