August 24, 2011 in AWR, Contractor News, Industry comment, Recruiter News
With only a few weeks to the start of the Agency Workers Regulations, here is a simple round up of the current news:
http://www.understandingawr.co.uk/awr-only-8weeks-left/
The actual regulations become law on the 1st September but enactment starts 1st October 2011. What fun!
April 14, 2011 in AWR, Contractor News, Freelancing, Industry comment, Recruiter News
I wanted to take a few moments to remind a few people (mainly in the advisory community) that not all Umbrella Companies are villains and/or cowboys. I accept that advisors will want to drum up business by highlighting bad practice but at the same time not much balance is shown in my opinion. For the avoidance of doubt, here is what in combination, a compliant umbrella co should be doing:-
So, Parasol and a few others will continue to thrive because at our very core we believe that doing it right is so much more rewarding in the long run for everyone concerned. It’s up to us to distance ourselves from much of what is bad and based on short term goals and Parasol will be doing this.
We welcome the future with great optimism and confidence.
February 11, 2011 in AWR, Contractor News, Freelancing, Industry comment, Recruiter News
We at Parasol have been running an Agency Workers Regulations website for some time now and like to think we are reasonably close to developments. We work with over 2000 recruitment businesses so hear a lot about what is concerning staffing businesses big and small. We are also a founder member of the FCSA trade association whom are involved in the DBIS guidance workshops alongside the REC, CBI, TUC, APSCo and others. I’m not saying we are on the “inside”, no one is but I do like to think we are very close to the subject matter and can therefore provide a decent balanced view.
So, what do we know?
So what can Agencies expect to need to do and resolve with clients? Well, dialogue is important and bringing people up to speed. This is not on the basis of fear, it’s on the basis of understanding where an end-client sees the temporary workforce going for them. At worse case, the staffing business is going to need to collect some data about rates of pay from that end-client and in turn be prepared to pass that data on to providers that will largely mitigate the risks for the agency and the end-client. In addition, there may need to be conversations around margin, rates and tenure but is that really such a bad thing?
And what about swedish derogation I hear you cry as you unpack your meatballs and sofa. Well, there is certainly the basis of a compliant (I hate the word “outside”) AWR model and again I will make the point that the model is very close to what a professional provider (Parasol) does today. Adding the extra componets is not trivial but equally with a long term view, achievable.
Let’s not forget that the courts will be the judge of this new world and as we have seen in Germany (Union class cases) the need for a staffing business to engage with a professional provider is paramount.
Our AWR site has of course more details and do get in touch via this site or one of the others if you have any specific questions you would like answering. See you at an AWR seminar soon, we will be the ones with solutions, not gloom 
September 14, 2010 in AWR, Contractor News, Freelancing, Industry comment, Recruiter News
The countdown to the implementation of the agency workers regulations (it’s no longer a directive) is well and truly under way. You may recall that the UK adopts the regulations in October 2011 but before then we await the coalition government to publish the guidelines that will support the regulations and we hope clarify many of the current issues.
As drafted the regulations catch personal service company workers but who are the same workers going to claim against, themselves? In the same vein would the personal service company go after an end client for equal pay and risk self employment status as a result? Bonkers!
There is also the thorny subject of what constitutes pay for comparison purposes. Some providers and agencies use expenses to top up pay to national minimum wage levels – a further minimum wage consultation has also been underway, will awr take that into account?
So for me the main issue is that government and many related stakeholders always fails to grasp is a fuller understanding of the flexible workforce in the UK economy. By not doing so we end up with some of the most difficult and woolly practices that help no one other than those seeking to make a quick buck. I have also heard of unions forcing contract workers out of full employment structures onto agency payrolls to ensure “rights” when in reality, they are reducing rights through a lack of understanding.
With noise levels increasing, lawyers selling advice and everyone started to think more about this we need to push government to produce practical and common sense guidance that protects workers in vulnerable situations and equally acknowledges the different form of “agency work”. Parasol through our membership of fcsa will be pushing hard on BIS to deliver guidance that reflects the reality rather than a remote European view. The flexible workforce is a powerful part of the recovery process for the UK and it would be madness to jeopardise that now.
Visit http://www.understandingawr.co.uk/ for more debate and articles.
by Rob Crossland
I’m HMRC compliant, No I’m HMRC compliant
November 10, 2011 in AWR, Contractor News, Freelancing, Industry comment, Recruiter News
It’s not surprising that with the advent of AWR that many “umbrella companies” have come out with fresh claims of HMRC approval, compliance and uniqueness. Being “compliant” is a corner stone of the professional umbrella business but it can also be very confusing for the contractor and Agency to really understand what that means.
The first and main point is that there is no such thing as a rubber stamp or approval made by HMRC. Doesn’t exist. Many choose to use a third party or a routine HMRC review is carried out, to then leverage that as “approval”, often claiming that they are the only business to have received same. It’s nonsense. As a consequence of running a PAYE scheme any business will be potentially looked at and reviewed by HMRC. Clearly if you have a fair few employees and make decent tax returns, HMRC will want to make sure all is in order. These are normal procedures and have been in place for many many years.
Let’s look at the independent compliance space next. In the life of the Parasol Umbrella brand we have undertaken and passed 12 compliance reviews, 7 of which were with different bodies. I could therefore proudly claim to be the only business in the UK to have passed 12 reviews and yes that’s a measure of comfort that we’ve been doing the right thing for a long time but the very volume creates some questions. Some compliance organisations are commercial bodies and can’t therefore in my opinion, be truly independent as the need to hold reviews helps drive commercial return. Others are provided off the back of associations and others are simply provided under the instruction of the independent business to prove that all is in order. Much of this is perfectly acceptable but inevitably offers a variety of assurance based on cost, expertise and objective of entering into the process. I have seen far too many organisations use cost as a reason to not fully embrace a detailed process. In relative terms this is not expensive and you have to wonder when same organisations spend much more on marketing and questionable ethics around attracting business.
It will be no surprise that I nail my and our colours to the Freelancer and Contractor Services Association mast. We helped found it and we did so because it’s independent, not for profit and allowed us to engage properly with the key stakeholders to understand what they wanted to see in “compliance”. I will not apologise for also stating that the code of conduct and review process is very tough and the results of the same are then shared with HMRC. We still don’t say however that we are HMRC compliant but we have nothing to hide. Being compliant is also so much more than being able to prove that expense claims are managed properly (which is important). It goes to the very heart of how a business operates, the ethics, the future outlook for that business and it’s ability to deliver a compliant solution on a professional basis. Being able to adhere to that is not easy but doing the right thing rarely is.
Perhaps some of my peers consider the FCSA to be a bit elite and expensive. It’s relatively expensive because using an independent partner from a big 4 accountancy practice with expertise and knowledge in our sector is not cheap. The time needed to undertake the offsite review and then proving that was is written is evidenced on site and thoroughly, also requires effort. All that said, when compared with spend on web banners, marketing and incentives it’s small beer. I am often then left wondering as to why an organisation would not want to prove it truly meets the highest standards. On the subject of being elite – I consider that be a bit of an excuse. The code of conduct has been made public since inception and we have even seen some “independents” borrow parts to use in their own processes. We have nothing to hide and there is no agenda, anyone is free to apply and complete the process.
I know I’ve made a circular argument having started out criticising the “compliance” misuse and then pushing FCSA but I believe in the independence, openness and depth of that approach. I challenge others to really take compliance seriously and not simply an opportunity to make a marketing statement.
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