Agency worker rights and equal treatment

1. Day-one rights

From the beginning of an assignment, the client should make eligible shared facilities and vacancy information available to agency workers as required by the Agency Workers Regulations. Local induction must identify how these rights work in practice.

2. The 12-week qualifying period

Where the Agency Workers Regulations apply, completing the qualifying period in the same role with the same hirer can trigger equal treatment for basic working and employment conditions, including relevant pay, working time, breaks, night work and annual leave. Counting rules include certain interruptions and should be reviewed carefully.

3. Information the hirer must provide

The client must provide accurate comparable pay and working conditions, including contractual enhancements, holiday provisions and relevant changes. Bina should record assignment histories and consider entitlement before the qualifying threshold.

4. Disputes and corrections

If a worker or hirer disputes entitlement, record the dates, role, hirer, comparable terms, explanation and correction. Do not assume that a department transfer automatically restarts qualifying weeks.

5. Reference

GOV.UK guidance updated 25 March 2026: https://www.gov.uk/government/publications/agency-workers-regulations-2010-guidance-for-recruiters/agency-workers-regulations-2010-guidance

Verified official reference material

These links provide external regulatory guidance. Review dates and legal requirements are subject to change.

• Agency Workers Regulations guidance