Some of the key legislative levers we use here at TISCreport are outlined in this FAQ. If you want to put more S and G into your ESGs then this is a good place to start, with the UK's employment and labour regulations.
Section 9(4)(a)(i) of the Employment Agencies Act 1973 is a provision that pertains to the circumstances under which an employment agency may charge a fee to a worker. According to this provision, an employment agency may charge a fee to a worker if the worker has requested the agency to find work for them and the agency has subsequently found work for the worker as a result of that request.
The Employment Agencies Act 1973 is a UK law that regulates the operation of employment agencies and employment businesses. It sets out the rights and responsibilities of both employment agencies and workers, and seeks to protect workers from exploitation and abuse by these types of businesses.
Under the Act, employment agencies are not allowed to charge fees to workers unless certain conditions are met. Section 9(4)(a)(i) specifies one of these conditions, which is that the worker must have made a specific request to the agency to find work for them, and the agency must have subsequently found work for the worker as a result of that request.
This provision is intended to ensure that employment agencies only charge fees to workers who have actively sought out their services and have received a benefit as a result. It also helps to prevent employment agencies from charging fees to workers who are simply looking for work on their own, without the assistance of the agency.
The Employment Agency Standards Inspectorate (EAS) is a UK government agency that is responsible for enforcing the Employment Agencies Act 1973 and other related legislation. The EAS is part of the Department for Business, Energy and Industrial Strategy (BEIS) and works to ensure that employment agencies and employment businesses operating in the UK comply with the legal requirements set out in these laws.
The EAS has a number of powers and responsibilities, including the authority to carry out inspections of employment agencies, to investigate complaints about agencies, and to take enforcement action against agencies that breach the law. The EAS can also provide guidance and advice to employment agencies to help them understand and comply with their legal obligations.
The EAS works to protect workers from exploitation and abuse by employment agencies and employment businesses, and to ensure that agencies operate in a fair and transparent manner. It is an important part of the UK's system for regulating the employment agency sector and helping to ensure that workers are treated fairly and with respect.
Section 9(4)(a)(i) of the Employment Agencies Act 1973 applies to employment agencies and workers in the UK. An employment agency is defined as a business that supplies workers to another person to work under that person's supervision and direction. This includes temporary staffing agencies, recruitment agencies, and other businesses that provide workers to other organizations or individuals.
Workers who are in scope for this provision are those who have requested the agency to find work for them, and who have subsequently been found work as a result of that request. This could include workers who are looking for temporary or permanent employment, as well as those who are seeking part-time or casual work.
The provision applies to workers regardless of their employment status, so it could apply to workers who are employees, self-employed, or working on a freelance or casual basis. It is intended to protect workers from being charged fees by employment agencies unless the agency has provided a service that has resulted in the worker being offered work.
The United Kingdom has a comprehensive system of employment and labor laws that are designed to protect the rights of workers and ensure that they are treated fairly in the workplace. Some of the key employment and labor laws in the UK include:
The Employment Rights Act 1996: This act sets out the rights and responsibilities of employees and employers, including the right to a written statement of employment, the right to be paid at least the national minimum wage, and the right to take leave for certain purposes.
The Equality Act 2010: This act prohibits discrimination on the grounds of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. It also requires employers to make reasonable adjustments for employees with disabilities.
The Working Time Regulations 1998: This act sets out the maximum number of working hours that an employer can require an employee to work, as well as the minimum amount of rest breaks and paid leave that an employee is entitled to.
The Health and Safety at Work etc. Act 1974: This act requires employers to take reasonable steps to ensure the health and safety of their employees, and to provide them with appropriate training and protective equipment.
The National Minimum Wage Act 1998: This act sets out the minimum wage that employers must pay to workers. The national minimum wage is reviewed annually and is based on age and experience.
The Trade Union and Labour Relations (Consolidation) Act 1992: This act sets out the rights of trade unions and their members, including the right to strike and the right to be represented in workplace negotiations. It also regulates the conduct of industrial action and the procedures for resolving disputes between unions and employers.
These are just a few examples of the employment and labor laws in the UK. There are many other laws and regulations that apply to specific industries or sectors, such as the Gangmasters and Labour Abuse Authority (GLAA) which is responsible for protecting workers in the agricultural, horticultural, shellfish-gathering, and associated processing and packaging sectors.
